Legal Implications for Absentee Workers in the Oil and Gas Industry Under Indonesian Labor Law

Legal Implications for Absentee Workers in the Oil and Gas Industry Under Indonesian Labor Law Author: Usman Arifin M, SH. MH. Labor Law Consultant, Industrial Relations Practitioner, Founder of USALawfirm Alumnus of the Master of Law Program, Faculty of Law, University of Indonesia (Labor Law Concentration) ABSTRACT The oil and gas industry is characterized by high-risk working conditions and unique employment systems such as rotational shifts and remote site assignments. Unauthorized absenteeism in this sector not only impacts productivity but may also compromise team safety. This article analyzes the legal consequences faced by workers in the oil and gas sector who are absent without leave, based on Law No. 13 of 2003 on Manpower and its amendment through Law No. 11 of 2020 (Job Creation Law), as well as Government Regulation No. 35 of 2021. A normative legal approach is employed to evaluate the roles and legal responsibilities of both employers and workers in absenteeism cases, including the lawful and fair procedures for employment termination. Keywords: absenteeism, oil and gas industry, termination of employment, employment relationship, labor law ________________________________________ CHAPTER I – INTRODUCTION Background, As a vital national sector, the oil and gas industry operates under stringent systems in terms of safety, working hours, and operational responsibility. Employees in this sector often follow specific work patterns such as 14/14 or 28/14 day rotations at remote sites, typically located in designated oil and gas working areas far from residential settlements. In such conditions, unauthorized absence or absenteeism can disrupt operational schedules, delay production, and pose safety risks to the team. Absenteeism is not merely a disciplinary violation; it may incur legal sanctions, including employment termination. Therefore, it is essential for both employers and workers in the oil and gas industry to understand the legal grounds and procedures for handling unauthorized absences. Problem Formulation • What are the legal provisions concerning absenteeism in the oil and gas industry? • What are the legal implications and responsibilities of companies in addressing absenteeism? • How is lawful employment termination implemented in the oil and gas sector? Research Objectives • To analyze the legal basis of worker absenteeism in the oil and gas industry • To explain the procedures for lawful summons and termination • To assess the legal responsibilities of both parties in absenteeism cases CHAPTER II – LEGAL FRAMEWORK AND THEORETICAL BASIS Definition of Absenteeism in the Oil and Gas Context, Absenteeism in the oil and gas industry may include failure to appear for scheduled rotation, failure to return to the site after an off-period, or absence from work without prior notice. Given the strictly regulated nature of work (e.g., shift work involving critical equipment), absenteeism can lead to workforce imbalances and endanger operations. Legal Basis • Article 168 of Law No. 13/2003 in conjunction with Law No. 11/2020: Workers who are absent for 5 consecutive days without valid explanation are considered to have resigned voluntarily. • Government Regulation No. 35/2021: If a worker is deemed to have resigned due to absenteeism, the employer is not obliged to pay severance compensation. • Special Regulations in the Oil and Gas Industry: Provisions within PSCs (Production Sharing Contracts) and site-based employment agreements. Contractual Responsibility and Industrial Relations Theory, Under the theory of employment agreements, attendance is an essential obligation of the worker. Absence without a valid reason may be classified as a breach of contract (default). In the oil and gas sector, the operational risk theory further justifies the employer's swift response to disciplinary violations. CHAPTER III – DISCUSSION Absenteeism Handling Procedures in the Oil and Gas Industry Legal measures available to oil and gas companies include: 1. Attendance verification by HR Site & Operations Supervisors 2. Issuance of two formal summons (via email and hard copy if possible) 3. Documentation (Logbook, e-attendance system) 4. Evaluation of potential force majeure (serious illness, accidents, site access issues) 5. If no response is received, employment termination on grounds of voluntary resignation may proceed Case Study Example Case Study 1 – PT ABC Migas (2023) A technician was absent for a full 14-day rotation without explanation. The company issued two formal summons delivered via courier with proof of receipt, requesting the employee to clarify the absence. The worker ignored the summons and did not return. As a result, the company terminated the worker’s employment without severance, only compensating for unused leave. The worker filed a lawsuit with the Industrial Relations Court (PHI) via the local District Court, but the claim was rejected, as the termination procedure was deemed lawful. Legal Protection for Workers Although employers have the right to terminate employment, workers retain the right to: • Prove the absence was due to an emergency • Argue that the summons was not properly delivered • Present a valid reason for the absence (e.g., force majeure) A lawsuit may be filed with the Industrial Relations Court under Article 151 of Law No. 13/2003 if the worker believes the termination was unlawful. CHAPTER IV – CONCLUSION Conclusion, In the oil and gas industry, absenteeism is a serious violation that can disrupt operations and compromise safety. Consequently, the law permits employers to terminate workers following proper procedures in accordance with Article 168 of the Manpower Law. However, workers’ rights must still be respected, including their right to defend themselves if there is a valid reason for the absence. Recommendations • Employers in the oil and gas sector must include absenteeism provisions in company regulations and employment contracts • Internal Standard Operating Procedures (SOPs) should outline the steps for summons and termination • Regular socialization is necessary to educate oil and gas workers about the legal consequences of absenteeism, especially in safety-critical operations REFERENCES 1. Law No. 13 of 2003 on Manpower 2. Law No. 11 of 2020 on Job Creation 3. Government Regulation No. 35 of 2021 on Fixed-Term Employment, Working Time, and Termination 4. PT Chevron Pacific Indonesia Company Regulation, SKK Migas Guidelines 5. Oki Wahju Budijanto, Labor Law and Termination of Employment, De Jure Journal, 2018 6. Jakarta Industrial Relations Court Decision No. 125/PHI.G/2022/PN JKT.PST 7. BP Indonesia HR Guide – Field Operational Handbook (2022).

“Perlindungan Hukum terhadap Pekerja Alih Daya di Perusahaan Migas: Implementasi PP Nomor 35 Tahun 2021 tentang Alih Daya dan PHK”

“Perlindungan Hukum terhadap Pekerja Alih Daya di Perusahaan Migas: Implementasi PP Nomor 35 Tahun 2021 tentang Alih Daya dan PHK” Penulis: Usman Arifin M Konsultan Hukum Ketenagakerjaan / Praktisi Human Capital/ Founder USALawfirm / Alumni Magister Ilmu Hukum Program Hukum Ketenagakerjaan Fakultas Hukum Universitas Indonesia Abstrak, This study examines the legal protection afforded to outsourced workers in the oil and gas industry within the context of the implementation of Government Regulation (PP) Number 35 of 2021, which governs Fixed-Term Employment Agreements (PKWT), outsourcing, and termination of employment (PHK). A normative-juridical research method is employed to analyze relevant regulations, court decisions, and field practices. The findings indicate that, although PP No. 35 provides a legal framework for a maximum contract duration of five years and compensation for termination (including severance pay, long service awards, and compensation for entitlements), several challenges remain. These include ambiguous definitions, limited administrative sanctions, and obstacles in protecting workers during the transfer of company assets in the oil and gas sector. The study recommends refining regulatory definitions, strengthening oversight mechanisms, and enhancing the enforcement of workers’ rights through mediation and litigation. Penelitian ini membahas perlindungan hukum kepada pekerja alih daya di industri migas dalam konteks implementasi PP Nomor 35 Tahun 2021 yang mengatur PKWT, alih daya, dan PHK. Metode penelitian normatif-yuridis digunakan untuk menganalisis regulasi, putusan pengadilan, dan praktik di lapangan. Hasil menunjukkan bahwa, meskipun PP 35 memberikan dasar hukum ketentuan durasi kontrak maksimal lima tahun dan kompensasi PHK (uang pesangon, penghargaan masa kerja, penggantian hak), masih terdapat berbagai tantangan: definisi yang multitafsir, minimnya sanksi administratif, dan kendala perlindungan dalam alih aset perusahaan migas. Rekomendasi diarahkan pada perbaikan definisi regulasi, pengawasan yang lebih ketat, serta upaya penegakan hak pekerja melalui mediasi dan litigasi. This study examines legal protection for outsourced workers in the oil and gas industry within the context of implementing Government Regulation No. 35 of 2021, which governs Fixed-Term Employment Agreements (PKWT), outsourcing, and termination of employment (PHK). A normative‑juridical research method is employed to analyze regulations, court decisions, and practical field implementation. The findings show that although PP No. 35 provides a legal basis for a maximum contract duration of five years and compensation for termination (including severance pay, long-service awards, and other entitlement compensations), several challenges remain. These include ambiguous definitions, minimal administrative sanctions, and protection gaps during the transfer of assets in oil and gas companies. The study recommends refining regulatory definitions, strengthening oversight mechanisms, and promoting enforcement of workers' rights through mediation and litigation. Introduction This section outlines the background: the widespread use of outsourcing in the oil and gas sector, the status of outsourced workers under PKWT/PKWTT contracts, and the risk of unilateral termination by either the outsourcing provider or the user company. Using a normative‑juridical approach, the study reviews both the regulatory framework and its implementation, as well as the relevant decisions of the Industrial Relations Court (PHI). Theoretical & Regulatory Framework Law No. 13 of 2003: foundational regulations on employment relationships (Article 1(1)), outsourcing (Articles 59–60), and termination of employment (Articles 151–158). Government Regulation No. 35 of 2021 (effective since 2 February 2021): regulates PKWT, outsourcing, and PHK, including contract validity, compensation provisions, and legal requirements for outsourcing: Articles 18–20 stipulate that labor procurement through outsourcing must use written PKWT/PKWTT contracts, define the responsibilities of the outsourcing company, and protect workers through mechanisms such as TUPE (transfer of employment rights). Article 40 establishes the scheme for calculating severance pay, long-service awards, and compensation for entitlements in cases of termination. Articles 56–57 govern termination due to efficiency, retirement age, and urgent reasons, as well as the rights to compensation or severance. A notable weakness of the regulation is the absence of clear sanctions for both outsourcing service providers and user companies, as well as ambiguous definitions of “urgent reasons” for termination. Additionally, Law No. 11 of 2020 (Job Creation Law) is relevant, particularly in relation to outsourcing, complementing the implementation of PP No. 35/2021. Conditions of Outsourced Workers in the Oil and Gas Sector Outsourced workers in this sector typically have PKWT contracts and are not directly employed by the user company. Key issues include reduced pay, insufficient oversight of safety and work standards, and lack of transfer of performance records when the outsourcing provider changes. Implementation of PP No. 35/2021 in Practice PHI Kendari Decision No. 10/Pdt.Sus‑PHI/2021 (6 September 2021): The user company terminated employment due to retirement age, and the court ruled for severance pay equivalent to 1.75 times the normative calculation under Article 40(1)–(3) of PP No. 35/2021. RSPP–Pertamina Central Hospital case (2021): The PHI ordered the cessation of outsourcing practices due to lack of formal licensing, ruling that the workers should have been directly employed by the user company. Supreme Court Decision 1438 K/Pdt.Sus‑PHI/2017 and decisions from PN Manado and PN Surabaya established precedents requiring employment relationships to transfer to the user company if the outsourcing arrangement is illegal. Discussion Implementation of PP No. 35/2021 demonstrates improved credibility in limiting PKWT duration and establishing PHK processes, based on research findings and PHI rulings on outsourcing. The PHI Kendari decision (No. 10/Pdt.Sus PHI/2021) is a notable example, enforcing severance pay and residual rights for outsourced workers per the regulation. Academic journals (e.g., Anatami) further explore the obligations of outsourcing companies regarding working hours and overtime in line with PP No. 35/2021. Analysis & Challenges Key challenges in oil and gas outsourcing include: Overlapping regulations and ambiguous definitions of what constitutes an “urgent reason” for termination. Weakness of enforcement: no clear administrative or criminal sanctions for violating parties and inadequate formal oversight (e.g., contract registration, licensing). Implementation issues during asset or contract transfers—outsourced workers may be terminated before their PKWT ends, and there is no requirement to transfer their employment status to the new entity. Recommendations Clarify the definition of “urgent reason” and specify legitimate criteria for PHK. Strengthen administrative and criminal sanctions for user companies and outsourcing providers that violate worker rights. Enhance supervision by the Ministry of Manpower and BPJS, including online contract registration and regular audits. Ensure effective TUPE implementation: outsourcing companies must maintain continuous employment relationships during the transition of service providers, as mandated in Article 19 of PP No. 35/2021. Facilitate workers’ access to mediation and litigation at PHI, and leverage social security protections (e.g., through BPJS and the Job Loss Insurance Program under PP No. 6 of 2025). Promote the enactment of a dedicated outsourcing law for strategic sectors such as oil and gas, in line with proposals to prohibit outsourcing in core technical roles. Conclusion PP No. 35/2021 represents progress by formalizing outsourcing and PHK procedures and assigning responsibility to outsourcing firms, yet significant implementation challenges persist—especially regulatory ambiguity, weak sanctions, and improper practices in the oil and gas industry. PHI and Supreme Court rulings have established supportive precedents for safeguarding outsourced workers, but stronger enforcement is still needed—not only to uphold workers’ welfare but also to ensure job security and transparency in employment conditions. To realize these goals, further regulatory refinement, firm oversight by governmental bodies, and balanced legal norms are essential to empower workers and secure their rights in practice.

Legal Protection Efforts for Indonesian Migrant Workers (PMI) in Dubai, United Arab Emirates, Based on Law Number 18 of 2017 on the Protection of Indonesian Migrant Workers

Legal Protection Efforts for Indonesian Migrant Workers (PMI) in Dubai, United Arab Emirates, Based on Law Number 18 of 2017 on the Protection of Indonesian Migrant Workers Author: Usman Arifin M Labor Law Consultant / Human Capital Practitioner / Founder of USALawfirm / Alumni of the Master of Law Program in Labor Law, Faculty of Law, University of Indonesia

Abstract Indonesian Migrant Workers (PMI) have made a significant contribution to the national economy through remittances. However, their positions abroad often expose them to various vulnerabilities, particularly in countries where labor protection systems are limited, such as Dubai, United Arab Emirates (UAE). Law Number 18 of 2017 concerning the Protection of Indonesian Migrant Workers was enacted to strengthen legal, economic, and social safeguards for PMI. This journal aims to analyze the implementation and challenges of legal protection for Indonesian migrant workers in Dubai under the provisions of the 2017 Law, focusing particularly on recruitment, placement, and dispute resolution mechanisms. The study employs a normative-juridical method combined with a comparative approach, supported by empirical data from documented cases and international legal frameworks. Keywords: Indonesian Migrant Workers, Legal Protection, Dubai, Law Number 18 of 2017, Human Rights Introduction Indonesian migrant workers, commonly referred to as PMI, are one of the nation's vital assets. According to data from the Indonesian Migrant Workers Protection Agency (BP2MI), the number of PMI working in the Middle East, including the United Arab Emirates (UAE), continues to rise. Dubai is one of the most favored destinations due to high demand in the domestic, construction, and service sectors. However, issues such as unequal working conditions, lack of contractual protections, and limited access to justice remain persistent challenges for PMI. Law Number 18 of 2017 is expected to serve as a comprehensive legal foundation that ensures protection before, during, and after employment abroad. This journal evaluates the effectiveness of the law's implementation in Dubai, UAE, and examines the persistent obstacles in practice. Problem Formulation What forms of legal protection are available for PMI in Dubai under Law Number 18 of 2017? What are the challenges in implementing protections for PMI in Dubai? What solutions can enhance the effectiveness of legal protection for PMI in the UAE? Research Methodology This study adopts a normative juridical research method, utilizing statutory and comparative approaches. Secondary data was obtained through literature studies, relevant national and international legislation, and case reports from BP2MI and the Indonesian Embassy in Abu Dhabi. A sociological approach was also employed to capture field realities and testimonies from PMI in Dubai. Discussion 1. Forms of Legal Protection under Law Number 18 of 2017 This law outlines comprehensive protection for PMI through three key stages: Pre-Placement: Includes training, competency certification, and clear employment contracts. During Placement: PMI are entitled to legal protection, social security, and access to legal assistance from Indonesian diplomatic representatives abroad. Post-Placement: Covers social reintegration, post-contract legal aid, and complaint services. Article 30 of Law Number 18 of 2017 mandates the government to ensure PMI protection through bilateral diplomacy and strict supervision of licensed placement companies (P3MI). 2. Conditions and Challenges in Protecting PMI in Dubai The main challenges faced by PMI in Dubai include: The Kafala System (sponsorship): Ties PMI entirely to their employers, restricting job mobility. Absence of a binding bilateral agreement between Indonesia and the UAE concerning labor protection standards. Inadequate oversight of illegal recruitment agents. Limited legal literacy among PMI. Restricted legal intervention from the Indonesian government in cases of contract violations or abuse. 3. Diplomatic Efforts and the Role of Indonesian Representatives The Indonesian Embassy in Abu Dhabi and the Consulate General in Dubai play a strategic role in: Mediating disputes between PMI and employers. Providing legal aid and shelters for PMI who are victims of abuse. Collaborating with local authorities and the International Organization for Migration (IOM). However, these efforts are hindered by limited staffing and suboptimal digital complaint systems. 4. Comparison with International Protection Standards ILO Convention No. 189 on Decent Work for Domestic Workers and the International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families (1990) serve as global references. Although the UAE has not ratified these conventions, Indonesia can advocate for bilateral Memorandums of Understanding (MoUs) that adopt the minimum standards set out in these instruments. Conclusion Law Number 18 of 2017 provides a solid legal framework for protecting Indonesian migrant workers, including those in Dubai. However, the law's implementation faces significant real-world challenges, such as the Kafala system, the absence of bilateral labor agreements, and the lack of legal awareness among PMI. Therefore, a coordinated effort involving the government, licensed recruitment agencies, civil society organizations, and overseas diplomatic missions is essential to enhance meaningful protection. Recommendations Strengthen Bilateral Diplomacy: The Indonesian government should establish legally binding agreements with the UAE regarding PMI protection standards. Enhance Legal Education for PMI: Through pre-departure training that includes legal rights and complaint mechanisms. Digitalize P3MI Oversight and Services: By implementing integrated databases and online reporting systems. Optimize the Role of Indonesian Embassies and Consulates: By increasing the number of staff assigned to handle PMI cases and expanding the availability of shelter facilities. Strengthen Regional and International Cooperation: Indonesia should actively participate in international forums to advocate for improved working conditions for migrant workers in the Middle East.

Implementation of Anti-Discrimination Provisions in Job Vacancy Criteria Based on Article 35 Paragraph (1) of Law Number 13 of 2003 on Manpower

Implementation of Anti-Discrimination Provisions in Job Vacancy Criteria Based on Article 35 Paragraph (1) of Law Number 13 of 2003 on Manpower Author: Usman Arifin M Labor Law Consultant / Labor Law Practitioner / Founder of USA Law Firm / Alumni of the Master of Legal Studies in Labor Law, Faculty of Law, University of Indonesia Abstract Reports on discriminatory criteria in employee recruitment reflect unfair practices in the hiring process that violate human rights. Although Indonesia’s Manpower Law regulates non-discriminatory principles in recruitment, practical implementation often tells a different story. Law Number 13 of 2003 on Manpower outlines a non-discriminatory framework within employment relationships. Article 35 Paragraph (1) explicitly states that every worker has an equal opportunity to obtain employment. However, discriminatory job advertisements remain prevalent. This article examines the forms of discrimination in recruitment practices, evaluates their compliance with Indonesia’s positive law, and offers recommendations for improving the enforcement of this legal norm in employment practice. The research uses a normative juridical method with a sociological approach. Keywords: Manpower, Discrimination, Recruitment, Law No. 13 of 2003, Human Rights.

Introduction Discrimination in recruitment remains a crucial issue in Indonesia’s labor market. Requirements based on gender, age, and religion frequently appear in job advertisements. Yet Article 35 Paragraph (1) of Law Number 13 of 2003 on Manpower clearly prohibits employers from including discriminatory requirements in job postings. Content of Article 35 Paragraph (1): "Every worker shall have the same opportunity without discrimination to obtain employment." This means no differential treatment should occur in the hiring process based on ethnicity, religion, race, gender, or physical condition. Field Realities Many companies still include discriminatory criteria, such as: "Good looking and attractive" "Single female, maximum age 25" "Male, minimum height 170 cm" "Muslim" These criteria, albeit implicitly, violate the non-discriminatory principles upheld by the Manpower Law. Legal Consequences Although Article 35 Paragraph (1) is declarative in nature (stating a principle), its neglect can trigger intervention by labor supervisory bodies and may become the subject of a lawsuit in the Industrial Relations Court, especially in cases where discrimination causes harm. Several judicial review attempts have been made seeking to allow companies more discretion in setting recruitment criteria based on industry needs. However, the Constitutional Court rejected such motions. Still, dissenting opinions have noted the potential legal uncertainty within the phrase “independently recruit the required workforce.” Impacts of Discrimination Loss of Employment Opportunities: Discrimination prevents qualified individuals from obtaining jobs. Social Inequality: It exacerbates social and economic disparities. Economic Loss: It reduces national economic potential by failing to utilize human resources optimally. The prohibition of discrimination in the workplace is part of the broader principles of equality and social justice. Article 35 Paragraph (1) of Law No. 13 of 2003 reflects the state’s commitment to protecting the rights of workers to access employment without unequal treatment based on personal characteristics. Research Methodology This study uses a normative juridical approach supported by secondary data, including court rulings, labor agency reports, and documentation of job vacancy advertisements. Discussion 1. Definition of Discrimination in the Context of Labor Law Discrimination is defined as any distinction made based on race, skin color, gender, religion, political opinion, social origin, or other statuses. In recruitment, it occurs when companies impose requirements irrelevant to job competence or demand arbitrary conditions unrelated to the work itself. 2. Article 35 Paragraph (1) of the Manpower Law This article serves as a fundamental norm protecting workers from discriminatory practices. Although it does not explicitly stipulate sanctions, it is imperative in nature and forms a legal basis for worker protection. 3. Implementation in Practice Job advertisements often still include discriminatory requirements such as: Physical appearance demands like “good looking” or “attractive,” which are irrelevant to job functions. Unjustified age limits, which should ideally align with retirement age or professional experience. Gender-based requirements for neutral roles, which are discriminatory and violate human rights. Religious requirements with no direct relevance to job duties. These practices highlight weak enforcement and a lack of legal awareness among employers. 4. Comparison with International Law Indonesia has ratified ILO Convention No. 111 of 1958 concerning Discrimination in Respect of Employment and Occupation, which affirms the prohibition of discriminatory practices in recruitment and employment. Therefore, clearly discriminatory elements in job criteria should be eliminated and prohibited from job postings. Conclusion Article 35 Paragraph (1) of the Manpower Law provides legal protection for workers’ rights that remain under-implemented. This provision should be recognized as a legal foundation to combat discrimination in the recruitment process. Applying the principle of non-discrimination in recruitment is not merely a legal obligation but also a human rights imperative. Employers must adopt a more conscientious and responsible approach in developing hiring criteria that align with legal norms and principles of social justice. Recommendations Strengthen Government Oversight: Authorities must enhance supervision over discriminatory job advertisements. Employer Education: Companies should be educated on the principle of non-discrimination and its legal consequences. The government must enforce these provisions rigorously. Regulatory Reform: There is a need for implementing regulations that impose administrative sanctions for violating non-discrimination principles. Public awareness of rights and anti-discrimination measures should be improved. Cultural Transformation: Companies should promote inclusive and equitable workplace cultures that prioritize competence over bias. Increased Participation: Efforts should be made to enhance labor force participation among women and marginalized groups.

Pari Island, Thousand Islands: Tourism Potential, Local Community Empowerment, and Legal Protection Challenges Author: Usman Arifin M., S.H., M.H. Labor Law Consultant – Founder of USALAWFIRM – Alumni of Master of Legal Studies in Labor Law, Faculty of Law, University of Indonesia ________________________________________ Introduction Pari Island, one of the islands in the Thousand Islands regency, is renowned for its coastal tourism, including Virgin Beach (Pantai Perawan), mangrove conservation, snorkeling, and marine ecosystem education tours. This tourism potential has become an essential economic pillar for local residents, attracting thousands of domestic and international visitors each year. The island, covering approximately 41–43 hectares, has long been a popular marine tourism destination—recording over 100,000 visits throughout 2024. According to Jakarta Governor Decree No. 1986 of 2000, the administrative area of Pari Island Village spans approximately 94.57 hectares and includes 12 islands. In terms of community subdivision, the village consists of 14 neighborhood units (RT) and 4 community units (RW), spread across two main islands—Lancang Besar and Pari Islands. Of the 12 islands: 5 are designated for water catchment purposes (PHB), 1 for general utility (PHU), 4 for tourism, 1 for residential use, and 1 island (Pari Island) is zoned for 10% PHB, 40% residential, and 50% tourism. The Pari Island Village Office is located at Jalan Pulau Lancang Besar RT.003/03, Pari Island Village, South Thousand Islands Subdistrict, Administrative Regency of the Thousand Islands, Special Capital Region of Jakarta, 14520. However, behind its charm, Pari Island is facing serious threats due to illegal reclamation and dredging activities, which are destroying mangroves, seagrass beds, and coral reefs—ecosystems that are vital for ecotourism and local livelihoods. Local Community Empowerment Local communities have initiated several programs, including: • Forum Peduli Pulau Pari (FPPP) and the Pari Island Women's Group (KPPP), actively involved in tourism management and marine conservation. • Eco-guide training programs, homestay-based tourism businesses, and mangrove planting. • Empowerment of women fishers as tour guides, ecosystem guardians, and economic contributors for their families. Although community involvement is visible, support in terms of facilities, access to financing, and protection from external pressure (e.g., land or tourism zone claims by investors) remains lacking. According to Pandulaut.org, the collective awareness manifested in the formation of FPPP and KPPP is a key step toward sustainable conservation and tourism services. In February 2024, KPPP, comprising around 20 women, received support from Pandu Laut Nusantara in the form of two fiberglass boats to enhance access to boat tours and mangrove planting. Many of these women work as fishers and tour guides, supporting their families, though they still face limited access to modern equipment like motorboats. Legal Aspects: Land Disputes & Community Rights Protection Pari Island has gained national attention due to ongoing legal conflicts between residents and private entities. The following summarizes the key cases and issues: Land Disputes and Illegal Reclamation • Since 2022, residents of Pari Island have faced lawsuits and criminalization after opposing reclamation efforts and land ownership claims by PT Bumi Pari Asri and its affiliates. • Many residents have lived on the island for decades but have not obtained land ownership certificates due to the status of the land as state-owned (under the DKI Jakarta Province). • The legal battles include lawsuits at the Jakarta Administrative Court (PTUN), with legal support from LBH Jakarta, WALHI, and KIARA. Legal Protection and Advocacy Examples of legal actions and resolutions observed by the author include: • In January 2025, the Ministry of Marine Affairs and Fisheries (KKP) and the Ministry of Environment and Forestry (KLHK) confiscated and sealed off an illegal reclamation project by PT CPS for damaging mangrove and coral ecosystems without proper PKKPRL permits (Utilization Agreement for Marine Space). [Sources: Liputan6.com, Antaranews.com]. • Law enforcement and environmental organizations such as KPPMPI (Coalition for Coastal and Small Island Protection) have urged the government to prioritize environmental and community rights protection, particularly for coastal communities. [Sources: Reddit.com, Antaranews.com, Hijau.bisnis.com]. • Legal advocacy teams—LBH Jakarta, WALHI, and KIARA—have also filed lawsuits against the issuance of PKKPRL permits that negatively affect the livelihoods of fisherfolk and damage holistic ecosystems. [Sources: Hijau.bisnis.com, Bantuanhukum.or.id, Liputan6.com]. These legal challenges highlight the need for marine spatial permits to be fair, community-based, and environmentally sustainable—not solely profit-driven. Legal Protection Issues Include: • Marine spatial permits (PKKPRL) issued to corporations often disregard community participation principles. • Residents demand the enforcement of Law No. 32/2009 on Environmental Protection and Management and Law No. 1/2014 on Coastal Areas and Small Islands, including the principle of Free, Prior, and Informed Consent (FPIC). • Informal tourism workers such as guides, homestay operators, or fisher-tourists lack formal legal protection in labor law—leaving them vulnerable to exploitation and economic uncertainty. Recommendations for Legal Protection Strategy Description 1. Legalization of Communal/Local Land Rights The Jakarta Provincial Government and National Land Agency (BPN) should provide legal certainty for residents’ land tenure through recognition of collective ownership or community management rights. 2. Audit and Review of PKKPRL Permits All marine spatial permits issued to corporations must be reviewed and evaluated with community involvement. 3. Protection of Tourism Workers A specific legal framework or regulation is needed to protect informal tourism workers in terms of wages, safety, and social security. 4. Sustained Legal Assistance Government and legal aid organizations must actively provide free and ongoing legal assistance for coastal communities. Additional Strategic Recommendations Besides the above, further efforts should focus on strengthening local economies and enforcing environmental laws: 1. Strengthening the Local Blue Economy Empower local communities, especially women fishers, through support for boats, training, and access to tourism markets. 2. Environmental Law Enforcement Ensure that reclamation or tourism permits are only issued for environmentally sound projects that have PKKPRL certification and community approval. 3. Legal Assistance & Education Provide continuous legal aid and public education about workers’ rights and permit monitoring processes. 4. Stakeholder Collaboration Strengthen collaboration among the government (KLHK, KKP, Jakarta Provincial Government), conservation NGOs, and academic institutions to realize sustainable ecotourism. Conclusion Pari Island serves as a real-world example of how ecotourism can drive local economic development. However, it remains vulnerable to land conflicts and ecosystem exploitation. For sustainable development to occur—socially, economically, and environmentally—strong legal protections for local residents and workers are essential. This not only safeguards their rights but ensures marine tourism remains inclusive and environmentally sound. Summary Table: Observed Aspects and Challenges Aspect Condition & Challenges Marine Tourism Supports the local economy, but threatened by illegal reclamation and ecosystem damage. Community Empowerment Real community efforts exist, especially among women, but facilities and support remain limited. Legal Protection Positive steps include KLHK & KKP actions, and community-led lawsuits filed with LBH Jakarta.

Socio-Economic Life on Pramuka Island, Thousand Islands, and Its Tourism Potential: A Labor Law Perspective Author: Usman Arifin M, SH, MH Labor Law Consultant – Alumnus of the Master of Law Program, Labor Law Specialization, Faculty of Law, University of Indonesia Abstract, this study examines the dynamics of the socio-economic life of the community on Pramuka Island, part of the Thousand Islands administrative regency, and the potential of its tourism sector from the perspective of labor law. Although tourism has become the backbone of the local economy, labor regulations have not fully accommodated the needs of workers in the informal sector, such as tour guides, homestay operators, and fishers. Using a descriptive qualitative approach, data were collected through literature review and semi-structured interviews. The findings highlight the urgency of formulating local labor policies based on tourism zoning, aimed at ensuring the rights of informal workers and supporting sustainable economic development in island regions. Keywords: Pramuka Island, tourism, labor law, informal workers, Thousand Islands

Introduction, school holidays represent a much-anticipated period in which time and the desire to vacation align, offering an opportunity for workers—often burdened by their daily routines—to spend quality time with their families. For this particular holiday, the destination chosen was a location not far from Jakarta, yet markedly different in lifestyle and enriched with marine educational experiences. Pramuka Island, located within the Thousand Islands and part of the Jakarta administrative region, serves not only as a tourism site but also as the regency capital. The name "Pramuka" (meaning "Scout") stems from the frequent scouting activities held on the island before the establishment of the Cibubur Scout Camp in Jakarta. These training sessions occurred between the 1950s and 1970s. During the Old Order era, the island was known as Pulau Lang or Pulau Elang (Eagle Island) due to the abundance of brahminy kites (Haliastur indus), a species now symbolizing the Special Capital Region of Jakarta. These birds gradually disappeared as the island underwent urban development. As the administrative center of the Thousand Islands, Pramuka Island plays a crucial role in the growth of Jakarta’s marine tourism. The local economy is largely supported by the tourism, fisheries, and related service sectors. However, most workers in these sectors remain informal and lack adequate legal protection. This research seeks to assess local labor conditions and explore tourism potential as a basis for formulating labor protection policies. Demographically, the island's permanent residents predominantly belong to the Betawi, Bugis, Bantenese, Madurese, and Minangkabau ethnic groups. Approximately 99.8% of residents identify as Muslim, with a small minority adhering to Catholicism and other religions. The island is accessible by traditional motorboats from Kali Adem Port in Muara Angke, Kapuk Muara Subdistrict, or by speedboat from Marina Ancol in Taman Impian Jaya Ancol. Inter-island travel within the Thousand Islands can be arranged via small chartered boats (ojek perahu), connecting Pramuka to nearby islands such as Panggang, Karya, and Semak Daun. Literature Review 2.1 Socio-Economic Life on Pramuka Island Setiyanti and Sadono (2011) indicate that tourism has positively influenced local income. However, most employment remains informal, involving roles such as homestay operators and tour guides. 2.2 Marine Tourism Potential Pramuka Island offers educational turtle conservation tourism, snorkeling, diving, and conservation tours. Sarma et al. (2022) highlight these assets as foundational for sustainable ecotourism development. 2.3 Labor Law Perspective Based on Law No. 13/2003 on Manpower and the Omnibus Law (Law No. 11/2020), all workers, including those in the informal sector, are entitled to legal protection. However, the implementation of these laws in archipelagic regions remains limited due to regulatory and oversight constraints. Research Methodology, this study employs a descriptive qualitative approach, utilizing literature review and semi-structured interviews as primary data collection methods. Sources include academic publications, local government documents, and interviews with local tourism actors on Pramuka Island. Field observations were also conducted, with five local tourism workers serving as key informants. Data were analyzed thematically to identify labor challenges and opportunities for strengthening local regulations. Discussion, this research explores the socio-economic dynamics of Pramuka Island’s community and its tourism sector potential from a labor law perspective. Although tourism plays a central role in the local economy, labor regulations have not sufficiently addressed the rights of informal workers. Many of these workers, including tour guides and homestay operators, lack written contracts and are not enrolled in social security programs. 1. Characteristics of Work on Pramuka Island The majority of residents are employed as fishers, homestay or culinary operators, and tour guides. Employment is largely informal, with only a small proportion having employment contracts or social security coverage. • Fishers: 35% • Tour Guides: 25% • Homestay/Culinary Operators: 30% Most workers are not members of cooperatives and have no formal employment agreements. 2. Labor Challenges Key challenges to achieving social welfare and industrial harmony include: • Limited registration in the national labor social security scheme (BPJS Ketenagakerjaan) • Absence of a local minimum wage system • Lack of work hour regulations • No formal training or certification • No written employment contracts • Non-standardized wages • No occupational safety guarantees • Seasonal and tourism-dependent income instability These issues contribute to economic and social vulnerability among local workers. 3. Potential for Regulatory Implementation The study proposes the following legal and policy measures: • Enactment of a local labor protection regulation (Perda) specific to tourism workers in island regions • Development of a workforce database and training programs in cooperation with the Ministry of Manpower, local government, and Ministry of Tourism • Establishment of local labor cooperatives to facilitate wage and work-hour negotiations • Implementation of professional certification schemes for tour guides and homestay operators Conclusion and Recommendations, Tourism on Pramuka Island holds significant potential as a driver of the local economy. However, the lack of comprehensive labor protection leaves informal workers vulnerable. It is recommended that local governments formulate labor regulations rooted in community needs, supported by local institutions tasked with data collection, training, and advocacy. A labor law–based approach is essential to ensure sustainable and inclusive tourism development in the region. Recommendations: • Enact a regional labor regulation (Perda) for island areas • Create a workforce registry and conduct skill development training for tourism workers • Establish local tourism labor cooperatives • Introduce mandatory certification processes for tour guides and homestay operators Appendix 1: Interview Summary Respondent Occupation Key Issues Legal Protection A Tour guide No employment contract Not registered in BPJS B Homestay owner No formal training No professional certification C Fisher Seasonal income No social security D Food vendor Long, irregular working hours No minimum wage E Snorkeling guide High occupational risks No occupational safety

References 1. Setiyanti, D. W., & Sadono, D. (2011). The Impact of Tourism on Non-Agricultural Business Opportunities and Employment on Pramuka Island. Bogor: Bogor Agricultural University. 2. Sarma, F., Handayani, A., & Rahmi, N. (2022). Marine Tourism Development Strategy on Pramuka Island. Journal of Marine Tourism, 8(2), 125–133. 3. Lubis, R. M. (2012). The Role of Tourism in Enhancing the Local Economy of Pramuka Island. Journal of Regional and Urban Planning, 27(1), 57–68. 4. Law No. 13 of 2003 on Manpower 5. Law No. 11 of 2020 on Job Creation 6. Ministry of Manpower of the Republic of Indonesia. (2020). Strategic Plan for Labor Protection 2020–2024. 7. Mongabay Indonesia. (2018). Environmental and Societal Conditions on Pramuka Island. Retrieved from https://www.mongabay.co.id

Kali Ciliwung dalam Tradisi Betawi

Pendahuluan Teringat ditahun 70an dimana kali ciliwung begitu melegenda dan seringkali menjadi pusat kegiatan masyarakat betawi kala itu, kuingat beberapa langgar yaitu tempat ibadah kecil yang biasanya digunakan untuk sholat wajib kecuali sholat jumat dan biasanya di isi dengan pengajian anak-anak yang seringkali belajar usai magrib, tempat kubelajar ngaji dulu berada dibantaran kali kurang lebih 200 meter dari biir kali. Biasanya kami mencari kalam atau petunjuk quran dari pucuk bambu yang kering dan banyak didapati dibawah rimbunan pohon bambu, karena bila kita tidak membawa kalam tersebut guru ngajinya akan marah dan mengatakan kita tidak serius belajar ngajinya.

Tempat tinggal kita didaerah jalan gunuk tanjung barat tepat berada di daerah dekat aliran kali ciliwung, dimana kita sangat dekat dan menjadi tempat bermain kita diwaktu kecil, dari mencari udang dan membakarnya di antara batuannya, mencari kecapi dan buah-buahan lainnya, mencari kijing atau kerang sungai, mencuci baju, bermain petak umpat, menumpang getek atau rakit yang acapkali lewat dll. Kali Ciliwung bukan hanya sekadar sungai yang mengalir di jantung Jakarta, tetapi juga merupakan bagian penting dari sejarah, budaya, dan kehidupan masyarakat Betawi. Dalam tradisi Betawi, Kali Ciliwung memegang peranan sentral sebagai sumber kehidupan, tempat beraktivitas, hingga simbol identitas lokal. Sungai ini menjadi saksi bisu perjalanan masyarakat Betawi dari masa ke masa, mulai dari era kerajaan hingga zaman modern.bagi kami Ciliwung adalah simbol kebebasan dan teman bermain yang mengasyikan, bebas bermain, bebas memakan buah apa saja, bebas menebang atau memotong ranting untuk membuat ketapel dll. Sejarah Kali Ciliwung Kali Ciliwung adalah salah satu sungai utama yang mengalir dari kawasan hulu di Puncak Bogor hingga bermuara di Teluk Jakarta. Dalam sejarahnya, sungai ini telah menjadi nadi kehidupan sejak masa Kerajaan Tarumanagara dan Sunda, dan kelak menjadi salah satu penentu lokasi pendirian Batavia oleh Belanda pada abad ke-17. Orang Betawi yang merupakan penduduk asli Jakarta tumbuh dan berkembang di sepanjang aliran Ciliwung. Keberadaan sungai ini sejak dulu menjadi jalur transportasi air, sumber air bersih, irigasi sawah dan ladang, serta tempat berkumpulnya masyarakat. Peran Kali Ciliwung dalam Tradisi dan Budaya Betawi 1. Sumber Kehidupan dan Ekonomi Bagi masyarakat Betawi tempo dulu, Kali Ciliwung adalah urat nadi kehidupan. Warga menggunakan airnya untuk keperluan sehari-hari seperti mencuci, mandi, dan memasak. Sungai ini juga dimanfaatkan untuk menangkap ikan dan sebagai jalur perahu kecil dan juga rakit/getek bambu yang sering kali melewatinya untuk berdagang hasil bumi ke kota. 2. Ruang Sosial dan Interaksi Komunal Kali Ciliwung berfungsi sebagai tempat berkumpul dan bersosialisasi. Anak-anak bermain air, perempuan mencuci sambil mengobrol, dan laki-laki memancing. Aktivitas di sungai menciptakan budaya guyub (kebersamaan) yang menjadi ciri khas masyarakat Betawi. 3. Inspirasi dalam Kesenian Betawi Ciliwung sering disebut dalam pantun, lagu, dan cerita rakyat Betawi. Misalnya, dalam pantun Betawi: "Dari Tanah Abang ke Cikini, Singgah sebentar di pinggir Ciliwung. Orang Betawi ramah hati, Bersahabat sampai ke ujung." Sungai ini menjadi latar atau inspirasi dalam lenong (drama tradisional), gambang kromong, dan syair-syair rakyat. 4. Tempat Upacara Adat dan Tradisi Dalam beberapa tradisi Betawi kuno, Kali Ciliwung digunakan untuk ritual seperti mandi kembang, ruwatan, atau sedekah bumi yang melibatkan air sungai sebagai simbol kesucian dan pembersihan diri. Air Ciliwung dianggap memiliki nilai spiritual karena berasal dari alam. dibeberapa tempat bahkan seringkali menjadi simbol pembersihan dari dosa-dosa. Perubahan dan Tantangan Modern Seiring dengan perkembangan kota Jakarta, peran Kali Ciliwung dalam kehidupan masyarakat Betawi mulai terpinggirkan. Urbanisasi, pencemaran, dan alih fungsi lahan menyebabkan sungai ini kehilangan banyak nilai budaya dan ekologisnya. Sungai yang dahulu bersih dan jernih kini tercemar limbah rumah tangga dan industri, termasuk dalam sejarahnya tak sedikit yang membuat mayat atau bangkai binatang mati ke kali ini sehingga menimbulkan keangkeran tersendiri dan makin terpinggirkan, bahaya buaya rawa atau hewan buas lainnya juga menjadi issue sendiri yang membuat kali ciliwung semakin ditinggalkan. Banyak tradisi masyarakat Betawi yang bergantung pada sungai pun mulai hilang. Interaksi warga dengan sungai berkurang drastis, tergantikan oleh kehidupan modern yang lebih individualis, yang dahulu kali Ciliwung merupakan wilayah depan warga jakarta saat ini merubah karena perubahan jaman menjadi wilayah yang paling belakang dan bahkan perlu disembunyikan. Upaya Pelestarian Berbagai komunitas dan aktivis budaya mulai menyadari pentingnya melestarikan Kali Ciliwung sebagai warisan budaya Betawi. Kegiatan seperti River Clean Up, Ciliwung Festival, dan tur budaya di sepanjang bantaran sungai mulai diadakan.selain itu banyak kegiatan-kegiatan mengembalikan fungsi dan budaya kali ciliwung telah banyak yang dimunculkan, penanaman pohon-pohon baru sebagai bentuk peremajaan kali diadakan, bahkan beton-beton penyangga pinggir kali dibuat, taman-taman sepanjang kali dibangun sekedar untuk membuat kali ciliwung kembali menjadi penyangga budaya dan masyarakat betawi. Program revitalisasi sungai dari pemerintah juga diharapkan tidak hanya fokus pada aspek teknis, tetapi juga menjaga nilai-nilai historis dan budaya yang melekat pada Kali Ciliwung. perlu keseriusan pemerintah dan warga untuk mengembalikan peran kali ciliwung disamping pencegahan terhadap banjir yang selalu datang setiap tahunnya. Penutup Kali Ciliwung bukan hanya sebuah aliran air, tetapi simbol kehidupan, kebudayaan, dan jati diri masyarakat Betawi. Meski zaman telah berubah, nilai-nilai yang terkandung dalam tradisi yang tumbuh di sepanjang sungai ini tetap relevan. Melestarikan Ciliwung berarti juga menjaga warisan budaya Betawi untuk generasi mendatang.

Betawi di Daerah Cikoko, Jakarta Selatan - Menjaga Warisan di Tengah Modernisasi Usman Arifin M, SH, MH Alumni Magister Ilmu Hukum Jurusan Hukum Ketenagakerjaan Fakultas Hukum Universitas Indonesia

Cikoko, sebuah kelurahan di Kecamatan Pancoran, Jakarta Selatan, merupakan wilayah urban yang terus berkembang pesat. Di tengah hiruk-pikuk pembangunan infrastruktur dan kawasan bisnis yang menjamur, tersimpan jejak budaya yang kuat: keberadaan masyarakat Betawi. Dalam keseharian yang sibuk masuk ke gang nya terdapat pemukiman rapat penduduk yang sebagian besar dihuni oleh masyarat betawi yang masih memelihara tradisinya. Patung pancoran yang menjulang dan begitu terkenal diseluruh Indonesia, wilayah cikoko muncul seolah-olah menjadi saksi bisu dalam diamnya mengatakan jika pancoran termasuk dalam wilayahnya ataupun cikoko merupakan bagian dari daerah pancoran Jakarta selatan itu sendiri. Jauh sebelum jalan gatot subroto dibangun tebet dan pancoran menyatu tanpa ada pemisahan, jalur gatot subroto dibangun dan memisahkan daerah yang tadinya bertentangga tersebut. Sejarah dan Identitas Betawi di Cikoko Kelurahan Cikoko berada di Kecamatan Pancoran, Jakarta Selatan, terbentuk sejak 1978 menurut PP RI No. 25/1978 sesuai dari kutipan dari media social en.wikipedia.org+5id.scribd.com+5selatan.jakarta.go.id+5. Pancoran sendiri adalah bekas bagian dari Mampang Prapatan yang dimekarkan tahun 1990. Suku Betawi tumbuh dari asimilasi etnis Melayu, Sunda, Jawa, Arab, Tionghoa, India, Bugis, Bali, hingga Eropa sejak masa Batavia abad ke-17 seperti yang dikutip dari id.scribd.com+4infodkj.com+4hijkt.com+4. Akulturasi ini terekam dalam berbagai aspek budaya, salah satunya kesenian Cokek, perpaduan Betawi–Tionghoa sejak akhir abad ke-19 Secara historis, Cikoko merupakan salah satu kawasan yang menjadi bagian dari wilayah pemukiman masyarakat Betawi asli. Nama "Cikoko" sendiri diyakini berasal dari nama tanaman atau istilah lokal Betawi tempo dulu. Warga Betawi di sini telah bermukim sejak puluhan tahun lalu, bahkan sebelum Jakarta berkembang menjadi kota metropolitan seperti sekarang. Masyarakat Betawi di Cikoko mempertahankan identitas mereka melalui berbagai aspek budaya, mulai dari bahasa, kuliner, pakaian tradisional, hingga kesenian seperti lenong dan tanjidor. Meski jumlah penduduk Betawi di Cikoko kini mulai berkurang akibat urbanisasi dan pergeseran demografis, pengaruh budaya mereka masih terasa kuat. Budaya Betawi di Tengah Perubahan Beberapa tradisi Betawi yang masih dilestarikan di Cikoko antara lain: • Pernikahan adat Betawi, yang masih digelar lengkap dengan iring-iringan ondel-ondel, palang pintu, dan pakaian adat seperti baju demang dan kebaya encim. • Kuliner khas Betawi seperti soto Betawi, kerak telor, dan nasi uduk yang masih banyak dijajakan oleh pedagang lokal, terutama saat bulan Ramadan atau pada acara-acara komunitas. • Perayaan Hari Raya dan tradisi Maulid Nabi, yang dirayakan secara meriah dengan pengajian, silaturahmi warga, dan sajian makanan khas. Tantangan dan Upaya Pelestarian Masyarakat Betawi di Cikoko kini menghadapi tantangan besar: tekanan dari pembangunan dan pergeseran sosial. Banyak lahan tradisional berubah menjadi gedung-gedung kantor dan apartemen. Anak-anak muda Betawi mulai meninggalkan budaya leluhur karena pengaruh gaya hidup modern. Selain factor tadi beberapa factor menjadi alasan kenapa budaya betawi makin tergerus, salah satunya ketidakadanya lapangan yang luas ataupun tergerusnya taman-taman yang dapat digunakan oleh masyarat untuk menjalankan tradisinya, misalkan untuk melaksanakan budaya topeng atau tanjidor dibutuhkan panggung besar dan banyak warga akan berkumpul dengan kondisi ruang public yang makin sempit maka pelaksanaan hajatan yang mengadakan topeng atau tanjidor tidak mungkin dijalankan, layar tancep yang kerap kali ada pada saat hajatan akan sulit diadakan dengan kondisi area public yang lapang nya hilang dan tidak ada lagi. Kuliner Betawi seperti soto Betawi, nasi uduk, dan kerak telor tetap digemari dan dijual di pasar atau usaha rumahan, terutama acara komunitas ,Contoh ruang publik modern: Taman Pensil Warna di Jalan Cikoko Timur (maret 2024)—hasil revitalisasi untuk kebutuhan pejalan kaki. Meski demikian, ada upaya nyata dari warga dan tokoh masyarakat setempat untuk melestarikan budaya Betawi. Beberapa RW dan komunitas lokal aktif mengadakan acara kebudayaan tahunan, mengajarkan seni Betawi kepada generasi muda, serta membentuk sanggar seni dan komunitas pengajian yang menggabungkan budaya dan keislaman khas Betawi. Dalam hal ini biasanya masjid ataupun lapangan parker masjid menjadi alternative bagi diadakannya acara ini. Penutup Cikoko, dengan segala geliat modernitasnya, masih menyimpan denyut nadi budaya Betawi yang kental. Keberadaan masyarakat Betawi di daerah ini adalah pengingat bahwa Jakarta dibangun di atas keberagaman, dan salah satu fondasi utamanya adalah kebudayaan Betawi. Menjaga warisan Betawi di Cikoko bukan hanya tugas warga lokal, tetapi juga tanggung jawab kolektif untuk menjaga identitas budaya ibu kota.

Daftar Pustaka 1. KOMPAS: Tari Cokek dan kemunculannya dalam akulturasi Betawi–Tionghoa senibudayabetawi.com+2kompas.com+2kumparan.com+2 2. Wikipedia: On¬del-ondel, Setu Babakan, dan Balaksuji en.wikipedia.org 3. Artikel budaya lokal di Cikoko dan Jakarta Selatan warisanbudayaindonesia.info+7warisanbudayaindonesia.info+7en.wikipedia.org+7

Potensi Dibukanya Blok Masela dan Lapangan Kerja yang Tersedia Dilihat dari Perspektif Hukum Ketenagakerjaan Penulis : Usman Arifin M, SH, MH Alumni Magister Ilmu Hukum jurusan Hukum Ketenagakerjaan Fakultas Hukum Universitas Indonesia

Abstrak Blok Masela merupakan proyek strategis nasional di sektor migas yang memiliki potensi besar dalam menyerap tenaga kerja di wilayah timur Indonesia, wilayah kerja ini rencananya akan beroperasi di tahun 2029. Tulisan ini bertujuan menganalisis potensi lapangan kerja yang tersedia dari pengembangan Blok Masela dengan pendekatan hukum ketenagakerjaan Indonesia. Studi ini menggunakan pendekatan yuridis normatif dengan analisis terhadap regulasi ketenagakerjaan dan perundang-undangan migas. Hasil kajian menunjukkan bahwa pengembangan Blok Masela berpotensi menciptakan ribuan lapangan kerja bagi tenaga kerja terampil maupun non-terampil. Namun demikian, aspek hukum ketenagakerjaan seperti jaminan perlindungan kerja, pelatihan tenaga kerja lokal, dan kepatuhan terhadap prinsip-prinsip hubungan industrial perlu diawasi secara ketat guna menjamin keadilan dan keberlanjutan. Kata kunci: Blok Masela, ketenagakerjaan, hukum tenaga kerja, migas, lapangan kerja 1. Pendahuluan Pembangunan sektor energi nasional merupakan prioritas strategis dalam mendukung ketahanan energi dan pertumbuhan ekonomi Indonesia. Salah satu proyek unggulan adalah pengembangan Blok Masela, yang terletak di Laut Arafura, Provinsi Maluku. Selain potensi ekonominya, proyek ini diharapkan menjadi lokomotif penciptaan lapangan kerja di wilayah Indonesia Timur, dilihat dari besarnya cadangan minya dan gas bumi yang terkandung didalamnya maka potensi penyerapan tenaga kerja akan dibutuhkan banyak pekerja disana. Namun, penciptaan lapangan kerja dari proyek ini tidak dapat dipisahkan dari kerangka hukum ketenagakerjaan yang mengatur hubungan industrial, hak dan kewajiban pekerja, serta peran negara dalam menjamin keadilan sosial. Oleh karena itu, artikel ini mengkaji bagaimana hukum ketenagakerjaan Indonesia dapat mengakomodasi peluang yang muncul dari proyek Blok Masela beserta tantangannya bagaimana hukum ketenagakerjaan diterapkan disana disituasi yang belum bisa diprediksi dan ditengah ketidakberdayaan hukum dalam hegemoni perusahaan migas dan menurunnya produktivitas explorasi. 2. Tinjauan Pustaka 2.1 Hukum Ketenagakerjaan Indonesia Hukum ketenagakerjaan di Indonesia diatur dalam UU No. 13 Tahun 2003 tentang Ketenagakerjaan yang telah diperbarui melalui Undang-Undang No. 11 Tahun 2020 tentang Cipta Kerja dan peraturan pelaksananya. Aspek penting dalam hukum ini mencakup perlindungan kerja, sistem pengupahan, hubungan kerja, dan penyelesaian perselisihan industrial. 2.2 Proyek Strategis Nasional dan Industri Migas Proyek Blok Masela ditetapkan sebagai proyek strategis nasional melalui Peraturan Presiden dan memiliki pengaruh besar terhadap industri migas nasional. Pengembangan sektor ini mengacu pula pada UU No. 22 Tahun 2001 tentang Minyak dan Gas Bumi serta ketentuan TKDN (Tingkat Komponen Dalam Negeri) yang mendorong penggunaan Sumber Daya Manusia (SDM) ataupun pekerja lokal. 3. Metode Penelitian Metode yang digunakan dalam penulisan ini adalah pendekatan yuridis normatif dengan analisis kualitatif. Data diperoleh melalui studi pustaka terhadap peraturan perundang-undangan terkait ketenagakerjaan, migas, serta dokumen perencanaan pembangunan Blok Masela. Analisis dilakukan untuk mengidentifikasi korelasi antara potensi lapangan kerja dan perlindungan hukum ketenagakerjaan dalam penyajiannya menganalisa beberapa sumber hukum dan artikel sejenis. 4. Pembahasan 4.1 Potensi Lapangan Kerja dari Blok Masela Pembangunan Blok Masela diperkirakan menciptakan sekitar 10.000 lapangan kerja dalam berbagai fase (konstruksi, operasional, dan logistik). Kategori tenaga kerja yang dibutuhkan meliputi: 1. Tenaga kerja teknis (insinyur, operator kilang LNG) 2. Tenaga kerja non-teknis (pekerja logistik, katering, kebersihan) 3. Tenaga kerja lokal (masyarakat Maluku dan Papua) 4.2 Analisis Hukum Ketenagakerjaan Pemanfaatan tenaga kerja dalam proyek ini harus tunduk pada: 1. Perlindungan hubungan kerja: Bentuk hubungan kerja (PKWT/PKWTT), hak atas cuti, jaminan sosial, dan pemutusan hubungan kerja (PHK) harus mengikuti ketentuan perundangan. 2. Upah dan Kesejahteraan: Pemberlakuan UMP/UMK setempat serta tunjangan kerja sesuai Peraturan Pemerintah No. 36 Tahun 2021 tentang Pengupahan. 3. Kesehatan dan Keselamatan Kerja (K3): Proyek migas memiliki risiko tinggi sehingga implementasi K3 wajib sesuai dengan UU No. 1 Tahun 1970. 4. Keterlibatan Tenaga Kerja Lokal: Berdasarkan Peraturan Menteri ESDM No. 15 Tahun 2018, perusahaan migas wajib mengutamakan tenaga kerja dalam negeri dan memberikan pelatihan untuk meningkatkan daya saing. 4.3 Tantangan Implementasi 1. Rendahnya keterampilan tenaga kerja lokal menimbulkan ketergantungan pada tenaga kerja luar daerah. 2. Risiko praktik kerja kontrak dan outsourcing yang tidak sesuai hukum. 3. Minimnya pengawasan terhadap pemenuhan standar ketenagakerjaan. 5. Penutup Pengembangan Blok Masela menyimpan potensi ekonomi dan sosial besar, khususnya dalam membuka lapangan kerja di wilayah Indonesia Timur. Namun, manfaat tersebut hanya dapat tercapai apabila implementasi proyek dilakukan dengan mengedepankan prinsip-prinsip hukum ketenagakerjaan. Peran aktif pemerintah dalam pengawasan dan pemberdayaan tenaga kerja lokal menjadi kunci keberhasilan proyek ini dalam konteks pembangunan berkelanjutan dan berkeadilan. Daftar Pustaka 1. Undang-Undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan 2. Undang-Undang Nomor 11 Tahun 2020 tentang Cipta Kerja 3. Peraturan Pemerintah No. 36 Tahun 2021 tentang Pengupahan 4. Undang-Undang Nomor 22 Tahun 2001 tentang Minyak dan Gas Bumi 5. Peraturan Menteri ESDM No. 15 Tahun 2018 tentang Penggunaan Produk Dalam Negeri dan Pemberdayaan Tenaga Kerja Dalam Negeri Sutedi, Adrian. (2015). Hukum Ketenagakerjaan. Sinar Grafika. 6. Direktorat Jenderal Migas Kementerian ESDM. (2023). Laporan Proyek Blok Masela

The Role of International Law in Addressing the Ongoing Iran-Israel Conflict and Indonesia's Position

The Role of International Law in Addressing the Ongoing Iran-Israel Conflict and Indonesia's Position In recent days, we have been shocked by a series of precision missile attacks targeting Iran's nuclear development centers. These attacks, carried out by Israel without prior warning, occurred in the midst of negotiations on a nuclear non-proliferation agreement between Iran and the United States. Many parties have condemned Israel's reckless actions and suspect that Iran will inevitably retaliate. Indeed, within days, Iran responded by launching several missiles, which appear to be older-generation long-range projectiles. In this case, Israel’s missile defense systems proved ineffective against Iran’s long-range capabilities. Traveling over 1,000 kilometers, the Iranian missiles penetrated without hindrance, devastating Israel’s cities and skyscrapers. This raised serious public concern and speculation—will Israel retaliate, and if so, how will Iran respond? The range of possibilities is vast, and thus, as a sovereign nation, Indonesia must also respond appropriately. The following are several approaches Indonesia may take: 1. Prohibition on the Use of Force & the Principle of Sovereignty International law, particularly the United Nations Charter (Article 2(4)), prohibits the use of force against the territorial integrity and political independence of any state. Israel's strike on Iranian military and nuclear facilities is highly questionable in terms of legality, as it was not based on an actual armed attack or imminent threat. Therefore, it may constitute a violation of international law. 2. Limited Right to Self-Defense Article 51 of the UN Charter recognizes the right to self-defense only in response to an actual armed attack. Israel’s claim of a preemptive strike in anticipation of Iran's nuclear program is not considered to meet this threshold. Legal experts such as Marko Milanović and institutions like the International Commission of Jurists categorize such actions as a “crime of aggression.” 3. International Humanitarian Law & Civilian Protection Targeting civilian infrastructure—including nuclear facilities, consulates, hospitals, and residential areas—is deeply concerning and may qualify as a breach of the Geneva Conventions, particularly regarding the principles of military proportionality and distinction. 4. The Role of the UN Security Council and IAEA The International Atomic Energy Agency (IAEA) has condemned the attacks on Iran’s nuclear facilities, warning of radiological risks and violations of international law. The UN Security Council holds the authority to respond via resolutions; however, concrete action and coordinated global response remain lacking. 5. Global Diplomatic Response Numerous countries—including Russia, China, the EU, Australia, Malaysia, and Indonesia—have opposed preemptive military actions and called for diplomatic solutions and the upholding of international legal norms.

Conclusion Key Issue Role of International Law Use of force without actual attack Prohibited under the UN Charter; may amount to a crime of aggression. Preemptive self-defense Not recognized unless backed by clear, extreme, and imminent threats. Civilian protection Governed by the Geneva Conventions; requires proportionality and caution. Nuclear oversight IAEA plays a monitoring role and has condemned attacks on nuclear sites. Multilateral diplomacy Strongly emphasized by the global community; UNSC yet to take firm action. In short, international law provides a clear framework to limit the use of force and ensure accountability for violations. However, implementation continues to be hindered by geopolitical interests, power imbalances, and the ineffective role of the Security Council. What Role Has Indonesia Played in This Conflict? Indonesia has taken on an active diplomatic role in response to the Iran-Israel conflict, emphasizing de-escalation, legal norms, and humanitarian support. Based on several reports and official statements, Indonesia’s role can be observed through the following actions: 1. Strong Condemnation & Advocacy for Restraint The Ministry of Foreign Affairs of the Republic of Indonesia has consistently condemned Israel’s attacks on Iran, citing them as violations of international law and Iranian sovereignty (as referenced from sources such as en.wikipedia.org). Indonesia continues to urge all parties to exercise restraint and avoid further escalation. 2. Proactive Diplomacy to Reduce Tensions Foreign Minister Retno Marsudi and President Jokowi (as well as President Prabowo through his appointed officials) have reached out to key regional and global players—including Iran, the U.S., Saudi Arabia, Jordan, and the European Union—encouraging de-escalation and dialogue. The Indonesian government has also intensified monitoring efforts via its embassies and call centers for Indonesian nationals in affected areas. 3. Upholding International Law & Two-State Solution Indonesia emphasizes the importance of upholding the UN Charter and principles of sovereignty. It also supports the two-state solution (Israel and Palestine) as a long-term path to regional peace and stability. 4. Participation in International Forums Indonesia has urged the UN Security Council to take decisive action to curb the conflict and halt unilateral military escalation. Moreover, Indonesia has continued to express its legal stance in international forums regarding Israel’s violations of international law. 5. Addressing Global Impacts The government is preparing mitigation measures against potential global economic impacts, such as fluctuations in oil prices and rising logistics costs. Furthermore, Indonesia is committed to protecting its citizens through active monitoring and evacuation preparedness where necessary. Summary of Indonesia's Role in the Iran–Israel Conflict Area of Action Explanation Active diplomacy Direct engagement with international leaders; urging de-escalation. Legal advocacy Firm rejection of aggression; calls for UN Security Council intervention. Support for two-state plan Advocates a free Palestine as part of a long-term peace solution. Citizen protection Ensuring the safety of Indonesians abroad; preparing economic safeguards. Overall, Indonesia serves as a diplomatic mediator, advocate of international law, and protector of its nationals, while emphasizing the importance of a just and peaceful resolution through global dialogue and legal frameworks. Hopefully, this article proves useful and can serve as a reference for future writings on similar topics. Menara Kuningan, 19 Juni 2025 Usman Arifin M, SH, MH

Peran Indonesia berdasarkan Hukum Internasional dalam Menangani Konflik Iran dan Israel Saat Ini

beberapa hari ini kita dikejutkan dengan adanya serangan rudal presisi yang ditujukan ke pusat pengembangan nuklir Iran, Israel melakukan hal tersebut tanpa peringatan dan dilakukan ditengah perundingan mengenai kesepakatan anti nuklir antara Iran dan USA, sebagian pihak mengecam tindakan sembrono Israel dan menduga bahwa Iran pasti membalasnya. tidak sampai hitungan hari, Iran membalas dengan meluncurkan beberapa rudal yang tampaknya generasi lamanya dan dalam hal ini persenjatan penangkis Israel tidak berdaya menghadapi rudal jarak jauh iran, dengan jarak lebih dari 1000 KM rudal iran seolah tanpa hambatan membuat Neagara Israel dengan segala gedung pencakar langitnya luluh lantak dan publik menduga-duga akankah israel membalas dan jika iya bagaimana sikap Iran, begitu banyak kemungkinan yang ada sehingga kita sebagai negara harus juga merespon keadaan itu dengan beberapa langkah yang dapat ditempuh Indonesia, diantaranya : 1. Larangan Penggunaan Kekerasan & Prinsip Kedaulatan Hukum internasional, terutama Piagam PBB, melarang penggunaan kekerasan terhadap integritas teritorial dan kedaulatan negara lain (Pasal 2(4)). Serangan Israel ke fasilitas militer dan nuklir Iran dipertanyakan legalitasnya karena tidak berdasarkan serangan bersenjata yang nyata atau imminent threat, sehingga bisa dianggap pelanggaran hukum internasional 2. Hak Pembelaan Diri Terbatas Pasal 51 Piagam PBB mengakui hak mengklaim pembelaan diri atas serangan bersenjata yang nyata. Namun, klaim Israel atas self‑defense preemptive terhadap dugaan program nuklir Iran tidak dianggap memenuhi syarat ini, menurut ahli hukum seperti Marko Milanović dan International Commission of Jurists yang menyebutnya “crime of aggression” 3. Hukum Humaniter Internasional & Perlindungan Warga Sipil Serangan yang menargetkan infrastruktur sipil—termasuk fasilitas nuklir, konsulat, rumah sakit, dan pemukiman—mengkhawatirkan dan bisa dikualifikasi sebagai pelanggaran Konvensi Jenewa serta prinsip proporsionalitas dan diskresi militer . 4. Peran Dewan Keamanan dan IAEA IAEA telah mengecam serangan ke fasilitas nuklir Iran, menyoroti risiko radiologis dan pelanggaran hukum internasional. Dalam hal ini peranan Dewan Keamanan PBB memiliki kewenangan merespon melalui resolusi, tetapi belum ada tindakan konkret dan koordinasi global masih lemah . 5. Reaksi dan Penyelesaian Diplomatik Global Berbagai negara—termasuk Rusia, China, EU, Australia, Malaysia, dan Indonesia—menentang militer preemptive dan menyerukan diplomasi serta penegakan hukum internasional. Kesimpulan Isu Utama Peran Hukum Internasional Penggunaan kekerasan tanpa serangan nyata Dilarang oleh Piagam PBB, potensi kejahatan agresi. Self-defense preemptive Tidak diakui kecuali bukti serangan ekstrem langsung. Perlindungan warga sipil Konvensi Jenewa menuntut diskresi dan proporsionalitas; banyak dikhawatirkan melanggar. Pengawasan nuklir IAEA memainkan peran pemantauan dan mengutuk serangan. Diplomasi multilateralDitekankan oleh komunitas internasional; Dewan Keamanan belum ambil tindakan keras. Secara ringkas, hukum internasional memberikan kerangka hukum yang jelas untuk membatasi penggunaan kekerasan dan memastikan akuntabilitas atas pelanggaran, tetapi implementasi masih terganjal oleh kurangnya keseimbangan kekuatan, kepentingan geopolitik, dan lemahnya intervensi Dewan Keamanan. apa peranan indonesia terhadap permasalahan ini "Indonesia has taken on an active diplomatic role in response to the Iran‑Israel conflict, emphasizing de‑escalation, legal norms, and humanitarian support" jika dilihat dari beberapa berita yang ada, apa yang dilakukan oleh Indonesia bisa dilihat dari beberapa langkah berikut: 1. Mengecam Keras dan Dorong Penahanan Diri Kementerian Luar Negeri RI secara konsisten mengecam serangan Israel terhadap Iran dengan menyebutnya sebagai pelanggaran hukum internasional dan pelanggaran kedaulatan negara seperti disadur dari berita di en.wikipedia.org Indonesia secara konsisten mengimbau semua pihak agar menahan diri dan mencegah eskalasi lebih lanjut . 2. Diplomasi Proaktif untuk Meredam Ketegangan Menlu Retno Marsudi dan Presiden Jokowi telah menghubungi negara-negara penting di kawasan (seperti Iran, AS, Arab Saudi, Yordania, dan Uni Eropa) untuk mendorong pihak terkait menahan diri dan menghindari konflik lebih luas presiden Prabowo melalui menteri luar negerinya terlihat memerintahkan dialog intensif dan monitoring situasi melalui kedutaan RI dan call center untuk WNI di wilayah yang terdampak . 3. Penegakan Hukum Internasional & Solusi Dua Negara RI menekankan pentingnya menghormati Piagam PBB dan prinsip kedaulatan, serta mendukung penyelesaian melalui dua negara (Israel–Palestina) sebagai kunci stabilitas jangka panjang. 4. Keterlibatan di Forum Internasional Indonesia menyerukan agar Dewan Keamanan PBB bertindak tegas untuk meredam konflik dan menghentikan aktivitas militer yang memperluas eskalasi seperti yang di lihat dari berita cnnindonesia.com. Selain itu, posisi hukum RI juga disuarakan dalam forum internasional terkait pelanggaran hukum internasional oleh Israel. 5. Respons terhadap Dampak Global Pemerintah juga menyiapkan upaya mitigasi terhadap potensi dampak ekonomi global, seperti fluktuasi harga minyak dan biaya logistik lebih jauh lagi kewajiban suatu negara terhadap konflik ini dapat berupa Melindungi Warga Negara Indonesia lewat monitoring intensif dan persiapan evakuasi jika diperlukan . dapat disimpulkan beberapa Peran Indonesia yang dilakukan dan merespon kejadian konflik iran dan israel adalah pertama masuk dalam Area Tindakan Penjelasan Diplomasi aktif Menelpon pihak internasional, intensif komunikasi, desakan de‑escalation keduanya menyarankan Penegakan hukum Tegas menolak agresi, mendorong UNSC bertindak, ketiganya Solusi dua negara Mendukung Palestina merdeka sebagai bagian dari strategi jangka panjang dan terakhir Proteksi WNI & maksimalkan dampak ekonomi Evakuasi WNI, antisipasi harga minyak/logistik Secara keseluruhan, Indonesia berperan sebagai penengahi diplomatik, advokat hukum internasional, dan protektor warganya, sambil menekankan pentingnya penyelesaian damai yang adil melalui forum global dan prinsip-prinsip hukum internasional. Jika kamu ingin lebih spesifik tentang peran Indonesia di PBB atau Rencana Mediasi lainnya. semoga tulisan ini bermanfaat dan dapat digunakan refensi bagi penulisan lain serupa kedepannya. Jakarta 19 Juni 2025 Usman Arifin M, SH. MH.

PERAN PENGADILAN HUBUNGAN INDUSTRIAL DAN DINAS TENAGA KERJA DALAM TRANSMISI HUBUNGAN INDUSTRIAL PADA ALIH KELOLA BLOK ROKAN DARI CHEVRON PACIFIC INDONESIA KE PERTAMINA HULU ROKAN

PERAN PENGADILAN HUBUNGAN INDUSTRIAL DAN DINAS TENAGA KERJA DALAM TRANSMISI HUBUNGAN INDUSTRIAL PADA ALIH KELOLA BLOK ROKAN DARI CHEVRON PACIFIC INDONESIA KE PERTAMINA HULU ROKAN Usman Arifin M, SH, MH Fakultas Hukum, Universitas Indonesia Email: usman.arifin@ui.ac.id Abstrak Alih kelola Blok Rokan dari Chevron Pacific Indonesia (CPI) ke Pertamina Hulu Rokan (PHR) menimbulkan dinamika hubungan industrial, khususnya terkait pemutusan hubungan kerja (PHK), kompensasi, dan status kerja pekerja kontrak. Penelitian ini menganalisis peran Pengadilan Hubungan Industrial (PHI) dan Dinas Tenaga Kerja (Disnaker) dalam menyelesaikan dan mengawasi sengketa ketenagakerjaan selama transisi. Metode penelitian yang digunakan adalah yuridis normatif dan empiris, dengan data diperoleh dari putusan, PKB CPI, dan berita lapangan. Hasil penelitian menunjukkan bahwa peran PHI sangat krusial dalam menegakkan keabsahan PHK, sementara Disnaker berperan penting dalam pengawasan awal dan mediasi. Namun demikian, dalam praktiknya terdapat pelanggaran prosedur PHK oleh CPI dan minimnya perlindungan terhadap pekerja PKWT di bawah subkontraktor PHR. Kata Kunci: Hubungan industrial, PHI, Disnaker, Blok Rokan, PHK, hukum ketenagakerjaan 1. Pendahuluan Salah satu wilayah kerja migas yang besar di Indonesia ada di daerah Rokan Sumatera tepatnya berada daerah Riau Pekanbaru, setelah tidak tercapai kesepakatan antara pemerintah dengan Chevron Pacific Indonesia (CPI) Perusahaan asing yang telah mengelola blok ini hampir 50 tahun, Pemerintah melihat pentingnya pengelolaan ini dialihkan ke Perusahaan Migas milik Negara atau Pertamina. Seperti blok Mahakam yang diambil alih kelola oleh PHM dan hasilnya baik maka Pemerintah merasa hak pengelolaan ini bisa juga dialihkan hak nya kepada Perusahaan milik Negara atau Pertamina. Setelah menjalani proses yang begitu panjang dan dokumen kelengkapan yang banyak maka terjadilah pemindahan hak pengelolaan Wilayah Rokan tersebut. Alih Kelola & Dampak terhadap Pekerja Pengelolaan Blok Rokan beralih dari CPI ke anak usaha Pertamina, PT Pertamina Hulu Rokan (PHR), pada 9 Agustus 2021 Dari sisi Hukum Ketanagakerjaan hubungan kerja yang terjadi pada sekitar 2.700–2.757 pekerja CPI, sebagian besar (sekitar 98–100%) dimana sepakat dan menyetujui untuk digabung ke PHR ataupun berpindah hubungan kerjanya, sementara sebagian kecil memilih mengundurkan diri dan menerima kompensasi/PHK yang dilakukan secara marathon, untuk memberikan hak-hak dari pekerja yang mengundurkan diri. Berdasarkan hal tersebut di atas maka beberapa permasalahan yang ada dapat dilihat dari sisi akademis terutama huoungannya dengan hokum ketenagakerjaan yang terjadi dari proses peralihan ini, diantaranya : 1. Apakah secara hukumnya diperbplehkan untuk Pemerintah mengambil alih hak pengelolaan tersebut ? 2. Bagaimana hak pekerja dan dampaknya bagi hubungan kerja pekerja dalam CPI yang berpindah ke PHR ? 3. Apa dampak yang terjadi dalam proses pemindahan pengelolaan wilayah kerja ini terutama jika dilihat dari perspektif hukum ketenagakerjaan ? 2. Tinjauan Pustaka Hubungan industrial merupakan konsep penting dalam dunia ketenagakerjaan yang menggambarkan relasi antara pekerja, pengusaha, dan pemerintah. Dalam praktiknya, hubungan ini tercermin dalam perjanjian kerja yang menjadi dasar legal antara pemberi kerja dan pekerja. Perjanjian kerja tidak hanya berisi ketentuan mengenai hak dan kewajiban masing-masing pihak, tetapi juga merupakan cerminan dari dinamika hubungan industrial yang dipengaruhi oleh faktor sosial, ekonomi, dan hukum. Menurut Undang-Undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan, hubungan industrial adalah sistem hubungan yang terbentuk antara pelaku dalam proses produksi barang dan/atau jasa, yang terdiri dari unsur pengusaha, pekerja/buruh, dan pemerintah. Hubungan ini dibangun atas asas kekeluargaan, kemitraan, dan keseimbangan kepentingan. Dalam ilmu hubungan industrial, terdapat beberapa teori utama yang mendasari interaksi antara pekerja dan pengusaha, yang memiliki implikasi langsung terhadap penyusunan perjanjian kerja, yaitu: 1. Teori Unitaris (Unitarist Theory) Teori ini melihat perusahaan sebagai satu kesatuan harmonis, di mana pekerja dan pengusaha memiliki tujuan yang sama. Konflik dianggap sebagai sesuatu yang abnormal dan dapat diselesaikan melalui komunikasi dan manajemen yang baik. Dalam konteks perjanjian kerja, teori ini mendorong hubungan yang kooperatif dan pengaturan yang bersifat internal. 2. Teori Pluralis (Pluralist Theory) Dalam pandangan pluralis, hubungan industrial terdiri dari berbagai kepentingan yang berbeda antara pekerja dan pengusaha. Oleh karena itu, konflik dianggap sebagai hal yang wajar dan harus diatur melalui mekanisme formal seperti perjanjian kerja, serikat pekerja, dan perundingan bersama. Perjanjian kerja dalam pendekatan ini bersifat negosiatif dan bertujuan untuk menciptakan keseimbangan kepentingan. 3. Teori Marxis (Marxist Theory) Teori ini melihat hubungan industrial sebagai bentuk pertentangan kelas antara pemilik modal (pengusaha) dan pekerja. Perjanjian kerja dianggap sebagai instrumen untuk mempertahankan dominasi kapital terhadap buruh. Teori ini menekankan pentingnya transformasi struktural agar hubungan kerja menjadi lebih adil. Perjanjian kerja adalah kontrak yang menjadi dasar sahnya hubungan kerja antara pekerja dan pengusaha. Dalam perspektif hubungan industrial, perjanjian ini merupakan hasil dari interaksi sosial dan ekonomi antara dua pihak yang memiliki kedudukan dan kepentingan berbeda. Perjanjian kerja dapat berbentuk Perjanjian Kerja Waktu Tertentu (PKWT): Berlaku untuk waktu atau pekerjaan tertentu dan Perjanjian Kerja Waktu Tidak Tertentu (PKWTT): Berlaku tanpa batas waktu tertentu. Di dalamnya, aspek hubungan industrial tercermin melalui: • Perundingan dan kesepakatan antara pekerja dan pengusaha. • Partisipasi serikat pekerja dalam merumuskan perjanjian kerja bersama (PKB). • Kehadiran pemerintah sebagai regulator dan mediator apabila terjadi perselisihan. Pentingnya Teori Hubungan Industrial dalam Praktik Perjanjian Kerja dan dalam pembahasan mengenai topik pemindahan hak pengelolaan wilayah kerja Rokan dan dampaknya terhadap perjanjian kerja didalamnya tidak bisa dilepaskan dari proses penyelsaian perselisihan hubungan industrial. 1. Membangun Perjanjian yang Adil dan Berimbang Pemahaman teori hubungan industrial membantu perancang perjanjian kerja untuk mempertimbangkan kepentingan kedua belah pihak secara adil. 2. Mencegah dan Mengelola Konflik Dengan mengenali potensi konflik sebagai bagian dari dinamika hubungan kerja, perusahaan dapat membangun sistem penyelesaian sengketa yang efektif melalui negosiasi dan mediasi. 3. Mendorong Dialog Sosial dan Kemitraan Teori pluralis dan unitaris, misalnya, mendorong perusahaan untuk membangun komunikasi yang terbuka dan hubungan kerja yang bersifat kemitraan. 3. Metode Penelitian • Jenis penelitian jurnal ini bersifat Yuridis normatif dan dengan menyajikan data-data empiris yang telah diujikan dengan menjelaskan duduk perkaranya. • Sumber data menggunakan data primer (PKB, UU terutama UU migas dan UU Ketenagakerjaan, Putusan PHI), serta menampilakn data bersifat sekunder (literatur, berita yang didapat baik secara online ataupun langsung dari perpusatakaan) • Dalam penulisan ini menggunakan teknik analisis berdasarkan narasi di lapangan dan menjabarkan peermasalahan secara deskriptif analitis 4. Hasil dan Pembahasan 4.1. Proses Alih Kelola Blok Rokan • Ditetapkan sistem “mirroring” kontrak, di mana PHR menawarkan perjanjian kerja yang meniru kondisi CPI . • CPI bertanggung jawab menyelesaikan hak-hak pekerja dalam PKB mereka (termasuk kompensasi, pesangon, tabungan, dll.) sebelum penutupan kontrak seperti yang dikutip dari id.scribd.com+14bisnis.tempo.co+14kumparan.com+14. 4.2. Pelanggaran Prosedur Hukum Ketenagakerjaan oleh CPI 4.2.1. Sengketa Serikat & Dugaan Pelanggaran PKB oleh CPI • Tercatat setidaknya empat pekerja yang menolak PHK oleh CPI menggugat, karena tidak melalui mekanisme PHI dan mereka menganggap PHK dilakukan secara sepihak—dituding melanggar PKB Pasal 125 dan 141. • Tiga serikat pekerja (SPNC, Sarbumusi, SPCI) mengajukan protes tertulis terhadap CPI, menyoroti pelanggaran PKB terkait penerimaan fasilitas, gaji, dan akses fasilitas selama masa transisi. 4.2.2. Tantangan di Era PHR: Pekerja Kontrak & Persoalan Ketidakpastian • Setelah alih kelola, pekerja PKWT (kontrak jangka tetap) banyak mengeluhkan potensi PHK karena durasi kontrak pendek, upah stagnan (Rp 3,2–4,2 juta/bulan), serta beban psikologis tinggi. • PHR menyatakan bahwa urusan PKWT berada sepenuhnya di bawah tanggung jawab mitra/subkontraktor, bukan Pertamina langsung. 4.3. Peran dan Tanggung Jawab Disnaker Perspektif Hukum Ketenagakerjaan 4.3.1. Keterlibatan PHI & Mekanisme PHK • PHK harus melalui proses peradilan lewat Pengadilan Hubungan Industrial—tidak boleh sepihak • Spesifikasi PKB CPI mengatur bahwa PHK harus dilakukan berdasarkan putusan PHI (Pasal 125 & 141 PKB CPI) . PHI adalah lembaga peradilan khusus di bawah Mahkamah Agung yang menyelesaikan perselisihan hubungan industrial berdasarkan UU No. 2 Tahun 2004 tentang Penyelesaian Perselisihan Hubungan Industrial. Jenis Perselisihan yang Relevan: Dalam kasus alih kelola Blok Rokan, PHI memiliki wewenang atas: • Perselisihan Pemutusan Hubungan Kerja (PHK) • Perselisihan Hak, seperti kompensasi, pesangon, tabungan karyawan • Perselisihan Kepentingan, termasuk penyusunan PKB baru • Perselisihan antar serikat pekerja Peran PHI di Blok Rokan: • Menjadi jalur hukum resmi jika PHK dinilai tidak sah → Beberapa pekerja CPI menggugat PHK ke PHI karena dinilai melanggar Pasal 125 & 141 PKB, yang mengatur bahwa PHK harus melalui PHI. • Mengeluarkan putusan yang bersifat mengikat → Dalam kasus CPI vs pekerja, PHI atau MA bisa memutuskan hak atas pesangon, penyelesaian tabungan, atau pengembalian ke pekerjaan jika terbukti PHK tidak sah. 4.3.2. Peranan Dinas Tenaga Kerja (Disnaker) Disnaker bertanggung jawab atas pengawasan dan pembinaan hubungan kerja, serta menjadi jalur mediasi non-litigasi sebelum masuk ke PHI. Tugas dan Kewenangan: • Menerima dan memfasilitasi mediasi atas perselisihan hubungan kerja • Mengevaluasi perjanjian kerja, termasuk peralihan kontrak kerja (mirroring) • Mengawasi kepatuhan PKB, UU Ketenagakerjaan, dan norma kerja • Melakukan pemeriksaan atas dugaan pelanggaran hak pekerja • Menerbitkan anjuran tertulis atau nota pemeriksaan yang bisa jadi dasar gugatan ke PHI Peran Disnaker di Blok Rokan: • Menjadi mediator awal dalam sengketa antara CPI dan pekerja terkait kompensasi dan PHK massal • Mengawasi transisi kerja dari CPI ke PHR, memastikan proses sesuai UU No. 13 Tahun 2003 dan UU Cipta Kerja • Memberi perlindungan terhadap pekerja PKWT di bawah subkontraktor PHR, yang mengeluhkan kontrak pendek dan ketidakpastian kerja • Melakukan inspeksi kepatuhan atas hak-hak normatif (upah, jam kerja, jaminan sosial) Lembaga Tahap Peran Disnaker Awal Mediasi, pengawasan, penerbitan anjuran PHI Lanjutan (jika mediasi gagal) Mengadili dan memutuskan secara hukum sengketa ketenagakerjaan • UU mewajibkan penyelesaian perselisihan melalui prosedur bertingkat: bipartit → mediasi Disnaker → PHI. • Banyak kasus CPI di Blok Rokan dinilai melanggar tahapan ini karena PHK langsung dilakukan tanpa PHI. • Peran aktif dan independen dari Disnaker sangat krusial untuk melindungi hak-hak pekerja, terutama di masa transisi perusahaan besar seperti ini. 4.4. Intervensi PHI dalam Penyelesaian PHK 4.4.1. Pemenuhan Hak dan Kewajiban Perusahaan • UU Ketenagakerjaan dan PKB menjamin hak atas gaji, fasilitas, tabungan, dan pesangon; CPI dinilai melanggar dengan memutus akses, menahan gaji/tabungan, hingga PHK tanpa penyelesaian hak . • Setelah transisi, potensi risiko muncul bagi pekerja kontrak karena ketidakpastian hubungan kerja dan minimnya perlindungan sosial. 4.4.2. Transisi & Mirror Contract • Skema alih kelola “mirror” memberikan kontinuitas legal formal, tetapi secara substantif muncul perbedaan manajemen dan budaya kerja antara CPI dan PHR, yang menimbulkan potensi gesekan hak pekerja. 4.5. Tantangan dan Kesenjangan Perlindungan Hukum terhadap PKWT Perjanjian Kerja Waktu Tertentu (PKWT) atau kontrak kerja untuk waktu tertentu adalah bentuk hubungan kerja yang diatur dalam Undang-Undang Ketenagakerjaan di Indonesia, khususnya dalam Undang-Undang Nomor 13 Tahun 2003 dan yang diperbarui melalui Undang-Undang Nomor 11 Tahun 2020 tentang Cipta Kerja beserta peraturan turunannya. PKWT dirancang untuk pekerjaan tertentu yang bersifat sementara atau tidak tetap. Namun, dalam praktiknya, pelaksanaan PKWT sering kali menimbulkan berbagai permasalahan hukum dan ketidakadilan bagi pekerja. Tantangan dalam Pelaksanaan PKWT Pertama, Penyalahgunaan Status PKWT oleh Pemberi Kerja Banyak perusahaan menggunakan PKWT secara tidak tepat, misalnya untuk pekerjaan yang bersifat tetap atau berkelanjutan. Hal ini bertentangan dengan ketentuan hukum dan dapat merugikan pekerja, terutama dalam hal jaminan kepastian kerja dan kesejahteraan jangka panjang. Kedua, Kurangnya Pengawasan dan Penegakan Hukum Kelemahan pengawasan dari instansi ketenagakerjaan menyebabkan pelanggaran PKWT kerap terjadi tanpa sanksi yang tegas. Banyak pekerja tidak mengetahui hak-haknya atau enggan melapor karena takut kehilangan pekerjaan. Ketiga, Minimnya Perlindungan Sosial dan Jaminan Kerja Pekerja PKWT sering kali tidak mendapatkan perlindungan sosial yang memadai, seperti akses terhadap jaminan kesehatan, jaminan pensiun, atau pesangon saat kontrak berakhir. Hal ini memperbesar kesenjangan antara pekerja tetap dan kontrak. Keempat, Kurangnya Akses terhadap Serikat Pekerja Karena sifat pekerjaan yang tidak tetap, pekerja PKWT sering kali tidak terorganisir dalam serikat pekerja, sehingga suara mereka dalam negosiasi atau perlindungan kolektif menjadi lemah. Salah satu tantangan dalam penerapan PKWT adalah Kesenjangan Hukum dan Regulasi. Meskipun regulasi telah ada, seperti Peraturan Pemerintah Nomor 35 Tahun 2021 yang mengatur PKWT secara lebih rinci, masih terdapat sejumlah kesenjangan, di antaranya: 1. Ambiguitas Kriteria Pekerjaan PKWT Tidak adanya standar yang jelas mengenai jenis pekerjaan yang diperbolehkan untuk menggunakan PKWT memungkinkan multiinterpretasi oleh pengusaha. 2. Mekanisme Penyelesaian Sengketa yang Lemah Akses pekerja PKWT terhadap mekanisme penyelesaian sengketa hubungan industrial masih terbatas, terutama karena posisi tawar yang rendah dan keterbatasan ekonomi. 3. Kurangnya Perlindungan saat Pemutusan Kontrak Dalam banyak kasus, pemutusan hubungan kerja (PHK) terhadap pekerja PKWT tidak diikuti dengan kompensasi yang layak, padahal dalam aturan terbaru, pekerja PKWT berhak atas uang kompensasi sesuai masa kerja. 4. Rekomendasi Perbaikan Untuk mengatasi tantangan dan kesenjangan tersebut, beberapa langkah yang dapat diambil antara lain: 5. Revisi dan Penegasan Regulasi PKWT Pemerintah perlu menegaskan kriteria pekerjaan PKWT dan memberikan pedoman yang lebih rinci untuk mencegah penyalahgunaan. 6. Penguatan Pengawasan dan Penegakan Hukum Diperlukan peningkatan kapasitas dan ketegasan dari pengawas ketenagakerjaan untuk memastikan kepatuhan perusahaan terhadap aturan. 7. Pemberdayaan dan Pendidikan Pekerja Edukasi kepada pekerja mengenai hak-hak mereka dalam PKWT penting untuk meningkatkan kesadaran dan perlindungan mandiri. 8. Akses terhadap Serikat Pekerja dan Mekanisme Hukum Mendorong pekerja PKWT untuk berorganisasi serta menyediakan akses hukum yang lebih mudah dan murah untuk menyelesaikan sengketa. 5. Saran dan Kesimpulan Isu Rekomendasi PHK tanpa PHI Perusahaan harus menegakkan putusan PHI/MA; PHK kooperatif diperlukan. Pemenuhan hak Audit komprehensif atas gaji/tabungan/pesangon; transparansi dan penyelesaian cepat. Perlindungan PKWT Dorong pembatasan PKWT sesuai UU: maksimal 2 tahun atau 3 kali perpanjangan. Harmonisasi PKB baru Negosiasi PKB antar serikat CPI dan Pertamina untuk menghindari diskriminasi status. Peran pemerintah/PHI/Disnaker Aktif memfasilitasi dialog, audit pemenuhan hak, dan penegakan norma ketenagakerjaan. Kesimpulan • Alih kelola Blok Rokan menjadi studi kasus penting dalam hukum ketenagakerjaan: walaupun secara teknis transisi pekerja telah diupayakan melalui perjanjian mirror contract dan persetujuan massal, pelanggaran PKB oleh CPI dan kondisi pekerja kontrak di era PHR menimbulkan masalah hukum dan industrial relations. Kuncinya adalah prosedur PHK yang sesuai hukum, pemenuhan penuh hak pekerja, dan harmonisasi regulasi hubungan kerja pasca-alih kelola agar tercipta keadilan dan stabilitas industrial. • Peran lembaga seperti Pengadilan Hubungan Industrial (PHI) dan Dinas Tenaga Kerja (Disnaker) sangat penting dalam konteks alih kelola Blok Rokan dari Chevron Pacific Indonesia (CPI) ke Pertamina Hulu Rokan (PHR), khususnya dari perspektif hukum ketenagakerjaan. Berikut penjelasan mendetail: • Rekomendasi kepada pemerintah, PHR, serikat pekerja, dan regulator Daftar Pustaka 1. UUD 1945 2. UU No.13 Tahun 2003 tentang Ketenagakerjaan 3. UU No. 2 Tahun 2004 tentang Penyelesaian Perselisihan Hubungan Industrial. 4. ruangenergi.com+1redaksiriau.co.id+1. 5. Usman Arifin M, SH, MH (2022), Hukum Hubungan Kerja di Tengah Bencana – Upaya Perlindungan Hukum Pekerja di Industri Migas (apakah dampaknya pada industry minyak dan gas bumi di Indonesia) – Amerta Media, Jakarta 2022 6. kumparan.com+2www2.pertamina.com+2money.kompas.com+2. 7. reddit.com+14money.kompas.com+14redaksiriau.co.id+14. 8. redaksiriau.co.id+2reddit.com+2ruangenergi.com+2. 9. redaksiriau.co.id+2reddit.com+2ruangenergi.com+2.