UU Ketenagakerjaan dengan UU Ciptaker, Ini Point-Point Perbedaanya.

JAKARTA, jurnaljateng.id, Undang-Undang (UU) Omnibus Law Cipta Kerja telah disahkan oleh Dewan Perwakilan Rakyat Republik Indonesia (DPR RI) dan pemerintah. UU Cipta Kerja yang ditujukan untuk menarik investasi dan memperkuat perekonomian nasional ini mendapat banyak kritik dari berbagai pihak, dimana terdapat beberapa perbedaan dengan UU No. 13/2003 tentang Ketenagakerjaan.

Apa saja perbedaan aturan yang ada di Undang-Undang Ketenagakerjaan dan UU Cipta Kerja?

1. Waktu Istirahat dan Cuti

-Undang-Undang Ketenagakerjaan

-Istirahat Mingguan

Pasal 79 ayat 2 huruf b UU No.13/2003 (UUK) menyebutkan:

Istirahat mingguan 1 (satu) hari untuk 6 (enam) hari kerja dalam 1 (satu) minggu atau 2 (dua) hari untuk 5 (lima) hari kerja dalam 1 (satu) minggu;

-UU Omnibus Law (Cipta Kerja)

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Draft UU Cipta Kerja, aturan 5 hari kerja itu dihapus. Sehingga berbunyi:

Istirahat mingguan 1 (satu) hari untuk 6 (enam) hari kerja dalam 1 (satu) minggu.

2. Istirahat Panjang

-Undang-Undang Ketenagakerjaan

Pasal 79 Ayat 2.d UUK menyatakan:

Istirahat panjang sekurang-kurangnya 2 (dua) bulan dan dilaksanakan pada tahun ketujuh dan kedelapan masing-masing 1 (satu) bulan bagi pekerja/buruh yang telah bekerja selama 6 (enam) tahun secara terus-menerus pada perusahaan yang sama dengan ketentuan pekerja/buruh tersebut tidak berhak lagi atas istirahat tahunannya dalam 2 (dua) tahun berjalan dan selanjutnya berlaku untuk setiap kelipatan masa kerja 6 (enam) tahun.

-UU Omnibus Law (Cipta Kerja)

Draft UU Cipta Kerja ini menyerahkan regulasi terkait hak cuti panjang kepada perusahaan.

UU Cipta Kerja tidak mencantumkan hak cuti panjang selama 2 bulan bagi pekerja/buruh yang sudah bekerja selama 6 tahun secara terus menerus dan menyerahkan aturan itu kepada perusahaan atau perjanjian kerja sama yang disepakati.

3. Cuti Haid

-Undang-Undang Ketenagakerjaan

Pasal 81 UUK mengatur pekerja/buruh perempuan bisa memperoleh libur pada saat haid hari pertama dan kedua pada saat haid.

-UU Omnibus Law (Cipta Kerja)

Draft UU Cipta Kerja tidak mencantumkan hak cuti haid bagi perempuan. UU Cipta Kerja tidak menuliskan hak cuti haid di hari pertama dan kedua masa menstruasi yang sebelumnya diatur dalam UU Ketenagakerjaan.

4. Cuti hamil-melahirkan

-Undang-Undang Ketenagakerjaan

Pasal 82 UUK mengatur mekanisme cuti hamil-melahirkan bagi pekerja perempuan. Di dalamnya juga termasuk cuti untuk istirahat bagi pekerja/buruh perempuan yang mengalami keguguran.

-UU Omnibus Law (Cipta Kerja)

Draft UU Cipta Kerja tidak mencantumkan pembahasan, perubahan atau status penghapusan dalam pasal tersebut.

5. Hak untuk Menyusui

-Undang-Undang Ketenagakerjaan

Pasal 83 UUK mengatur bahwa pekerja/buruh perempuan yang anaknya masih menyusu harus diberi kesempatan sepatutnya untuk menyusui anaknya jika hal itu harus dilakukan selama waktu kerja.

-UU Omnibus Law (Cipta Kerja)

Draft UU Cipta Kerja tidak mencantumkan pembahasan, perubahan atau status penghapusan dalam pasal tersebut.

6. Cuti Menjalankan Ibadah Keagamaan

-Undang-Undang Ketenagakerjaan

Pasal 80 UUK menyatakan:

Pengusaha wajib memberikan kesempatan yang secukupnya kepada pekerja/buruh untuk melaksanakan ibadah yang diwajibkan oleh agamanya.

-UU Omnibus Law (Cipta Kerja)

Draft UU Cipta Kerja tidak mencantumkan pembahasan, perubahan atau status penghapusan dalam pasal tersebut.

7. Upah satuan hasil dan waktu

– Undang-Undang Ketenagakerjaan

Tidak diatur dalam UUK sebelumnya

– UU Omnibus Law (Cipta Kerja)

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Adanya upah satuan hasil dan waktu.

Upah satuan hasil adalah upah yang ditetapkan berdasarkan satu waktu seperti harian, mingguan atau bulanan. Sementara upah satuan hasil adalah upah yang ditetapkan berdasarkan hasil dari pekerjaan yang telah disepakati.

8. Upah Minimum Sektoral dan Upah Minimum Kabupaten/Kota

-Undang-Undang Ketenagakerjaan

Upah minimum ditetapkan di tingkat Provinsi, Kabupaten/Kotamadya, dan Sektoral. Berdasarkan Pasal 89 UUK, setiap wilayah diberikan hak untuk menetapkan kebijakan Upah minimum mereka sendiri baik di tingkat provinsi dan tingkat Kabupaten/Kotamadya.

-UU Omnibus Law (Cipta Kerja)

Meniadakan upah minimum sektoral kabupaten/kota (UMK), upah minimum sektoral kabupaten/kota (UMSK), sehingga penentuan upah hanya berdasarkan Upah Minimum Provinsi (UMP).

9. Bonus

-Undang-Undang Ketenagakerjaan

Tidak diatur dalam UUK sebelumnya

-UU Omnibus Law (Cipta Kerja)

Memberikan bonus, atau penghargaan lainnya bagi pekerja sesuai dengan masa kerjanya. Bonus tertinggi senilai lima kali upah bagi pekerja yang telah bekerja selama 12 tahun atau lebih.

10. Perbedaan Rumus

-Undang-Undang Ketenagakerjaan

Menghitung upah minimum

Rumus yang dipakai adalah UMt+{UMt, x (INFLASIt + % ∆ PDBt )}

Keterangan :

UMn : Upah minimum yang ditetapkan

UMt : Upah minimum tahun berjalan

Inflasit : Inflasi yang dihitung dari periode September tahun yang lalu sampai dengan periode September tahun berjalan

∆ PDBt : Pertumbuhan Produk Domestik

Bruto (PDB) yang dihitung dari pertumbuhan PDB yang mencakup periode kwartal III dan IV tahun sebelumnya dan periode kwartal I dan II tahun berjalan

-UU Omnibus Law (Cipta Kerja)

Rumus yang dipakai adalah UMt+1 = UMt + (UMt x %PEt)

Keterangan :

UMt : Upah minimum tahun berjalan

PEt : Pertumbuhan ekonomi tahunan

Tidak ada ada inflasi, tapi menjadi pertumbuhan ekonomi daerah

10. Pesangon Uang Penggantian

-Undang-Undang Ketenagakerjaan

Hak Diatur dalam pasal 156 (4) UUK

-RUU Omnibus Law (Cipta Kerja)

Tidak adanya uang penggantian hak

11. Uang Penghargaan Masa Kerja

-Undang-Undang Ketenagakerjaan

Diatur dalam pasal 156 (3) UUK

-UU Omnibus Law (Cipta Kerja)

Uang penghargaan masa kerja 24 tahun dihapus. UU Cipta Kerja menghapus poin H dalam pasal 156 ayat 3 terkait uang penghargaan bagi pekerja/buruh yang memiliki masa kerja 24 tahun atau lebih dimana seharusnya pekerja/buruh menerima uang penghargaan sebanyak 10 bulan upah.

12. Uang pesangon

-Undang-Undang Ketenagakerjaan

• Pasal 161 UUK menyebutkan :
(1) Dalam hal pekerja/buruh melakukan pelanggaran ketentuan yang diatur dalam perjanjian kerja, peraturan perusahaan atau perjanjian kerja bersama, pengusaha dapat melakukan pemutusan hubungan kerja, setelah kepada pekerja/buruh yang bersangkutan diberikan surat peringatan pertama, kedua, dan ketiga secara berturut-turut.

• Pasal 163 (1) UUK menyebutkan :
Pengusaha dapat melakukan pemutusan hubungan kerja terhadap pekerja/buruh dalam hal terjadi perubahan status, penggabungan, peleburan, atau perubahan kepemilikan perusahaan dan pekerja/ buruh tidak bersedia melanjutkan hubungan kerja, maka pekerja/buruh berhak atas uang pesangon sebesar 1 (satu) kali sesuai ketentuan Pasal 156 ayat (2), uang perhargaan masa kerja 1 (satu) kali ketentuan Pasal 156 ayat (3) dan uang penggantian hak sesuai ketentuan dalam Pasal 156 ayat (4).

• Pasal 164 dan 165 UUK mengatur mengenai pekerja/buruh yang di PHK karena perusahaan merugi dan pailit berhak mendapat pesangon.

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• Pasal 166 UUK mengatur hak keluarga buruh atau pekerja. Bila buruh atau pekerja meninggal dunia, pengusaha harus memberikan uang kepada ahli waris.

• Pasal 167 UUK mengatur mengenai pesangon untuk pekerja/buruh yang di PHK karena memasuki usia pensiun. perusahaan tidak akan diberi pesangon lagi oleh perusahaan awal, sebab hal ini sudah dihapus dalam RUU Cipta Kerja.

-RUU Omnibus Law (Cipta Kerja)

• Menghapuskan uang pesangon bagi pekerja/buruh yang di PHK karena surat peringatan. Padahal dalam UU Ketenagakerjaan pasal 161 menyebutkan pekerja/buruh yang di PHK karena mendapat surat peringatan memiliki hak mendapatkan pesangon.

• Menghapuskan uang pesangon bagi pekerja/buruh yang di PHK karena peleburan, pergantian status kepemilikan perusahaan. Pekerja/buruh yang di PHK karena pergantian status kepemilikan

• Menghapuskan uang pesangon bagi pekerja/buruh yang di PHK karena perusahaan merugi 2 tahun dan pailit. Pemerintah telah menghapus UU Ketenagakerjaan pasal 164 dan 165 di dalam RUU Cipta Kerja. Jadi nantinya pekerja/buruh yang di PHK karena perusahaan mengalami kerugian dan pailit tidak mendapatkan pesangon.

• Menghapuskan uang santunan berupa pesangon bagi ahli waris atau keluarga apabila pekerja/buruh meninggal. Draft UU Cipta Kerja juga telah menghapus pemberian uang santunan berupa pesangon, hak uang penghargaan masa kerja dan uang penggantian hak bagi ahli waris yang ditinggalkan.

• Menghapuskan uang pesangon bagi pekerja/buruh yang di PHK karena akan memasuki usia pensiun.

Pemerintah telah menghapus pasal 167 UUK yang isinya mengatur pesangon bagi pekerja/buruh yang di PHK karena memasuki usia pensiun.

13. Jaminan Sosial

-Undang-Undang Ketenagakerjaan

Jaminan Pensiun Pasal 167 ayat (5) UUK menyatakan:

Dalam hal pengusaha tidak mengikutsertakan pekerja/buruh yang mengalami pemutusan hubungan kerja karena usia pensiun pada program pensiun maka pengusaha wajib memberikan kepada pekerja/buruh uang pesangon sebesar 2 (dua) kali ketentuan Pasal 156 ayat (2), uang penghargaan masa kerja 1 (satu) kali ketentuan Pasal 156 ayat (3) dan uang penggantian hak sesuai ketentuan Pasal 156 ayat (4).

-UU Omnibus Law (Cipta Kerja)

Menghapus sanksi pidana bagi perusahaan yang tidak mengikutsertakan pekerja/buruh dalam program jaminan pensiun.

Dengan menghapus pasal 184 UU Ketenagakerjaan yang menyatakan “Barang siapa melanggar ketentuan sebagaimana dimaksud dalam Pasal 167 ayat (5), dikenakan sanksi pidana penjara paling singkat 1 (satu) tahun dan paling lama 5 (lima) tahun dan atau denda paling sedikit Rp100.000.000.00 (seratus juta rupiah) dan paling banyak Rp500.000.000.00 (lima ratus juta rupiah)”

14. Jaminan Kehilangan Pekerjaan

-Undang-Undang Ketenagakerjaan

Tidak diatur dalam UUK sebelumnya

-UU Omnibus Law (Cipta Kerja)

Menambahkan program jaminan sosial baru yaitu Jaminan Kehilangan Pekerjaan, yang dikelola oleh BPJS Ketenagakerjaan berdasarkan prinsip asuransi social

15. Pemutusan Hubungan Kerja (PHK) Alasan perusahaan boleh melakukan PHK

-Undang-Undang Ketenagakerjaan

Melihat pada UU Ketenagakerjaan, ada 9 alasan perusahaan boleh melakukan PHK seperti:

• Perusahaan bangkrut

• Perusahaan tutup karena merugi

• Perubahan status perusahaan

• pekerja/buruh melanggar perjanjian kerja

• pekerja/buruh melakukan kesalahan berat

• pekerja/buruh memasuki usia pensiun

• pekerja/buruh mengundurkan diri

• pekerja/buruh meninggal dunia

• pekerja/buruh mangkir

-UU Omnibus Law (Cipta Kerja)

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UU Cipta Kerja menambah 5 poin lagi alasan perusahaan boleh melakukan PHK, diantaranya meliputi:

• Perusahaan melakukan efisiensi

• Perusahaan melakukan penggabungan, peleburan, pengambilalihan, atau pemisahan perusahaan

• Perusahaan dalam keadaan penundaan kewajiban pembayaran utang

• Perusahaan melakukan perbuatan yang merugikan pekerja/buruh

• Pekerja/buruh mengalami sakit berkepanjangan atau cacat akibat kecelakaan kerja dan tidak dapat melakukan pekerjaannya setelah melampaui batas 12 (dua belas) bulan.

16. Status Kerja

-Undang-Undang Ketenagakerjaan

Pasal 59 UUK mengatur Perjanjian Kerja Waktu Tertentu (PKWT) terhadap pekerja itu maksimal dilakukan selama 2 tahun, lalu boleh diperpanjang kembali dalam waktu 1 tahun.

-UU Omnibus Law (Cipta Kerja)

Menghapus pasal 59 UUK yang mengatur tentang

syarat pekerja waktu tertentu atau pekerja kontrak. Dengan penghapusan pasal ini, maka tidak ada batasan aturan seseorang pekerja bisa dikontrak, akibatnya bisa saja pekerja tersebut menjadi pekerja kontrak seumur hidup.

17. Jam Kerja

-Undang-Undang Ketenagakerjaan

Waktu kerja lembur paling banyak hanya 3 jam per hari dan 14 jam per minggu.

-UU Omnibus Law (Cipta Kerja)

Draft RUU Cipta Kerja berencana memperpanjang waktu kerja lembur menjadi maksimal 4 jam per hari dan 18 jam per minggu.

18. Outsourcing

-Undang-Undang Ketenagakerjaan

Aturan UU penggunaan outsourcing dibatasi dan hanya untuk tenaga kerja di luar usaha pokok.

-UU Omnibus Law (Cipta Kerja)

RUU Cipta Kerja akan membuka kemungkinan bagi lembaga outsourcing untuk mempekerjakan pekerja untuk berbagai tugas, termasuk pekerja lepas dan pekerja penuh waktu. Hal ini akan membuat penggunaan tenaga alih daya semakin bebas.

19. Tenaga Kerja Asing

-Undang-Undang Ketenagakerjaan

Pasal 42 ayat 1 UUK menyatakan:

Setiap pemberi kerja yang mempekerjakan tenaga kerja asing wajib memiliki izin tertulis dari Menteri atau pejabat yang ditunjuk.

Pasal 43 ayat 1 Pemberi kerja yang menggunakan tenaga kerja asing harus memiliki rencana penggunaan tenaga kerja asing yang disahkan oleh Menteri atau pejabat yang ditunjuk.

Pasal 44 ayat 1; Pemberi kerja tenaga kerja asing wajib menaati ketentuan mengenai jabatan dan standar kompetensi yang berlaku.

-UU Omnibus Law (Cipta Kerja)

Dalam UU Cipta Kerja, izin tertulis TKA diganti dengan pengesahan rencana penggunaan TKA

Pasal 43 mengenai rencana penggunaan TKA dari pemberi kerja sebagai syarat mendapat izin kerja dimana dalam RUU Cipta kerja, informasi terkait periode penugasan ekspatriat, penunjukan tenaga kerja menjadi warga negara Indonesia sebagai mitra kerja ekspatriat dalam rencana penugasan ekspatriat dihapuskan

Pasal 44 mengenai kewajiban menaati ketentuan mengenai jabatan dan kompetensi TKA dihapus.





(RRI/JJID)

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