SISTEM PENGUPAHAN INDONESIA YANG BERKEADILAN SOSIAL

Ikomatussuniah, SH., MH

Tenaga Pengajar Fakultas Hukum

Universitas Sultan Ageng Tirtayasa

Jl. Raya Jakarta Km. 04 Pakupatan-Serang

Email: ikomatussuniah@yahoo.co.id

A.      Pendahuluan

       Ketenagakerjaan merupakan peralihan kata dari perburuhan. Semenjak diundangkannya aturan perundangan ketenagakerjaan dalam Undang-Undang No 13 Tahun 2003, maka istilah perburuhan sesuai dengan Undang-Undang No. 2 Tahun 1974 tentang perburuhan, berganti menjadi ketenagakerjaan. Berdasarkan pasal 1 angka 1 Undang-Undang Ketenagakerjaan, pengertian ketenagakerjaan adalah segala hal yang berhubungan dengan tenaga kerja pada waktu sebelum, selama dan sesudah masa kerja. Tentang upah, ini termasuk kedalam kategori pengaturan ketenagakerjaan sebelum, selama dan sesudah masa kerja. Sebelum masa kerja, upah diperjanjikan dalam perjanjian kerja antara pengusaha dan pekerja. Selama masa kerja, upah diberikan sesuai kinerja dan perjanjian kerja yang telah disepakati oleh kedua belah pihak yaitu pengusaha dan pekerja. Setelah masa kerja, pemutusan hubungan kerja dapat menimbulkan hak dan kewajiban antara pekerja dan pengusaha baik berupa uang pesangon, uang penghargaan masa kerja dan uang penggantian hak. Upah berdasarkan pasal 1 angka 30 Undang Undang No 13 2013 Tentang Ketenagakerjaan adalah:

       Hak pekerja/buruh yang diterima dan dinyatakan dalam bentuk uang sebagai imbalan dari pengusaha atau pemberi kerja kepada pekerja/buruh yang ditetapkan dan dibayarkan  menurut suatu perjanjian kerja, kesepakatan atau peraturan perundangan, termasuk tunjangan bagi pekerja/buruh dan keluarganya atas suatu pekerjaan dan/atau jasa yang telah atau yang akan dilakukan.

        Tujuan negara tertuang dalam alinea keempat Pembukaan UUD 1945, yang mengidentifikasikan bahwa Indonesia merupakan negara hukum menganut konsep welfare state (negara kesejahteraan) yang didalamnya termaktub keadilan sosial (Juniarso Ridwan, 2010:11). Konsep upah tidak terlepas dari peran negara dalam ikut andil memberikan rasa kesejahteraaan dalam bentuk keadilan sosial bagi para pengusaha dan pekerja yang memang merupakan bagian rakyat Indonesia. Sistem perekonomian yang dijalankan oleh pemerintah, pengusaha dan pekerja idealnya merupakan sistem yang berdasarkan simbiosis muatualisme, saling menguntungkan satu sama lain. Keadilan sosial dalam negara kesejahteraan dapat diwujudkan melalui perangkat kebijakan sosial  yang disediakan negara. Upah merupakan suatu kebijakan sosial yang pemerintah turut campur untuk penentuannya.

B.       Pembahasan

       Demi menciptakan keadilan dan kesejahteraan,  pengaturan pengupahan diatur dalam UU No. 13 Tahun 2003 tentang Ketenagakerjaan pasal 88-98. Pada pasal 98 khusus dipaparkan tentang Dewan Pengupahan yang dibentuk untuk memberikan saran, pertimbangan, dan merumuskan kebijakan pengupahan yang akan ditetapkan oleh pemerintah serta untuk pengembangan sistem pengupahan nasional. Keanggotaan Dewan Pengupahan terdiri dari unsur pemerintah, organisasi pengusaha, serikat pekerja/serikat buruh, perguruan tinggi dan pakar. Lebih lanjut mengenai Dewan Pengupahan diatur dalam Keputusan Presiden Republik Indonesia Nomor 107 tahun 2004 Tentang Dewan Pengupahan.

                 Beberapa data yang dapat di analisa untuk sistem pengupahan yang bekeadilan sosial dapat dilihat pada data yang diberikan oleh Dirjen PHI dan Jamsos R.Irianto Simbolon pada acara Forum Konsolidasi Dewan Pengupahan Tingkat Nasional yang diselenggarakan pada tanggal 7 September 2014 di Hotel Grand Sahid, Jakarta, bahwa,:

1.    UMP ditetapkan dan diumumkan oleh masing-masing gubernur serentak setiap tanggal 1 November pada setiap tahunnya, akan tetapi berdasarkan pemaparan data dari Dirjen PHI dan Jamsos, diketahui, bahwa:

a.    Provinsi yang menetapkan UMP 2014 serentak tepat waktu 1 November 2013 yaitu NAD, Sumut, Riau, Kepri, Sumsel, DKI Jakarta, Sulsel, Sulteng dan Papua Barat.

b.    Provinsi yang menetapkan UMP 2014 sebelum 1 November 2013 yaitu Sumbar, Jambi, Babel, Bengkulu, Banten, NTB, NTT, Kalbar, Kalsel, Kalteng, Kaltim, Gorontalo, Sulut, Sultra, Maluku, Papua.

c.    Provinsi yang menetapkan UMP 2014 setelah 1 November 2013 yaitu Lampung, Bali, Maluku Utara, Sulawesi Barat.

d.   Provinsi yang tidak Menetapkan UMP 2014 dan hanya menetapkan UMK yaitu Jawa Barat, Jawa Timur, Jawa Tengah dan DI Yogjakarta.

2.    Pada penetapan upah minimum provinsi industry padat karya , yang diamanatkan dalam Inpres Nomor 9 Tahun 2013 dan Permenakertrans Nomor 7 Tahun 2013: “kebijakan penetapan upah minimum dalam rangka keberlangsungan usaha dan peningkatan kesejahteraan pekerja”, hanya Provinsi NTT saja yang menetapkan yaitu Rp. 1.125.000.

3.    UMP Tertinggi adalah DKI Jakarta Rp. 2.441.000, dan persentase tertinggi kenaikan UMP 2014 adalah Provinsi Bali dengan kenaikan 30,62%

4.    UMP terendah adalah NTT Rp. 1.150.000, dan persentase terendah kenaikan UMP 2104 adalah Kaltim dengan 7,66%

5.    Terdapat 16 provinsi yang menetapkan UMP lebih besar sama dengan KHL, yaitu: NAD, Sumut, Sumbar, Riau, Kepri, Jambi, Bengkulu, Lampung, Banten, Bali, DKI Jakarta, Kalsel, Kaltim, Sulut, Sulsel, Papua. Pada tahun 2013 terdapat 11 provinsi yang UMP lebih besar sama dengan KHL dengan demikian tahun 2014 bertambah 5 provinsi.

6.    Terdapat empat provinsi menetapkan UMP 90 s.d 99 % KHL, yaitu: Sumsel, Babel, Sultra, Sulteng

7.    Terdapat enam provinsi menetapkan UMP 80 s.d 89 % KHL, yaitu: NTB, Kalbar, Kalteng, Gorontalo, Maluku Utara, Papua Barat

8.    Terdapat tiga provinsi menetapkan UMP < 80% KHL, yaitu: NTT, Sulbar dan Maluku.

       Apabila diperhatikan dari data yang disajikan diatas, terlihat bahwa keadaan upah dan sistem upah belum berkeadilan sosial karena memang banyak permasalahan di daerah diantaranya terkait dewan pengupahan yang bertugas, yaitu:

a.    Dewan Pengupahan Provinsi/Kab/Kota belum sepenuhnya memahami tata cara survey dan penetapan nilai KHL sesuai peraturan perundang-undangan, sehingga mekanisme penetapan upah belum sesuai dengan ketentuan.

b.    Belum optimal koordinasi Dewan Pengupahan Nasional, Dewan Pengupahan Prov dan Dewan Pengupahan Kab/Kota

c.    Belum terbentuknya petunjuk teknis tentang Peta Jalan pencapaian KHL (Road Map) sebagaimana diamanatkan dalam Permenakertrans Nomor 7 tahun 2013.

d.   Kurangnya dukungan anggaran untuk pelaksanaan tugas Dewan Pengupahan.

C.    Penutup

         Pemerintah sebagai pemegang kebijakan publik turut campur dalam menyusun dan menegakan suatu sistem pengupahan yang ideal agar keadilan sosial bagi seluruh rakyat Indonesia dalam sila ke lima Pancasila dapat terlaksana dengan baik. Keadilan sosial yang tercipta dalam sistem pengupahan mendorong terwujudnya suatu negara kesejahteraan.

Wallahu ‘alam Bisshawaab.

           

PENYELENGGARAAN PROGRAM JAMINAN PENSIUN

Majalah Dinamika Vol. 39, No. 1, Triwulan III Tahun 2015, ISSN 1907-220

PENYELENGGARAAN PROGRAM JAMINAN PENSIUN

Ikomatussuniah, SH., MH

Tenaga Pengajar Fakultas Hukum Universitas Sultan Ageng Tirtayasa

Jl. Raya Jakarta Km. 04 Pakupatan-Serang

ikomatussuniah@yahoo.co.id

PENDAHULUAN

       Negara Indonesia berdasarkan alinea keempat Pembukaan Undang-Undang Dasar 1945, mempunyai tujuan sebagai Negara kesejahteraan. Negara Kesejahteraan berorientasi pada keseimbangan kerjasama antara pemerintah, rakyat dan pengusaha. Keseimbangan kerjasama yang harmonis dapat mewujudkan good governance, sehingga ruh Negara kesejahteraan teraplikasi keseluruh lapisan masyarakat. Dalam rangka mewujudkan tujuan sebagai suatu Negara yang sejahtera, pemerintah memberikan jaminan perlindungan bagi setiap rakyat Indonesia agar dapat hidup secara layak dan berprikemanusiaan. Oleh karena itu, disusunlah suatu peraturan perundangan tentang Sistem Jaminan Sosial Nasional (SJSN) yang terdapat dalam Undang-Undang Nomor 40 Tahun 2004, dan Undang Undang Nomor 24 Tahun 2011 Tentang Badan Penyelenggara Jaminan Sosial (BPJS). BPJS terdiri atas BPJS Kesehatan dan BPJS Ketenagakerjaan. Peta Jalan pun disusun untuk pelaksanaan BPJS Kesehatan dan BPJS Ketenagakerjaan tersebut. Khusus dalam BPJS Ketenagakerjaan, kebijakan terbaru tentang jaminan pensiun diatur dalam Peraturan Pemerintah Nomor 45 Tahun 2015 Tentang Penyelenggaraan Program Jaminan Pensiun. Program ini sempat menjadi polemik antara pemerintah, pekerja dan pengusaha dalam menetapkan besaran iuran yang akan dibayarkan. Akan tetapi, akhirnya pada tanggal 30 Juni 2015, Peraturan Pemerintah (PP) tentang Penyelenggaraan Program Jaminan Pensiun ditandatangani oleh Presiden Republik Indonesia, Bapak Joko Widodo, dan berdasarkan PP tersebut per tanggal 1 Juli 2015 ini, Peraturan Pemerintah tentang Jaminan Dana Pensiun dinyatakan berlaku.

JAMINAN DANA PENSIUN

       Jaminan pensiun adalah jaminan sosial yang bertujuan tuntuk mempertahankan derajat kehidupan yang layak bagi peserta (yang telah terdaftar dan membayar iuran yang dibayarkan oleh peserta dan pemberi kerja secara teratur), dan/atau ahli warisnya dengan memberikan penghasilan setelah peserta memasuki usia pensiun, mengalami cacat total tetap atau meninggal dunia. Jaminan pensiun berdampak pada timbulnya manfaat pensiun bagi para pesertanya. Bagi peserta, jaminan ini akan dibayarkan setiap bulan kepada peserta yang memasuki usia pensiun, mengalami cacat total tetap, atau kepada ahli waris kepada peserta yang meninggal dunia.

       Peserta terdiri atas pekerja yang bekerja pada pemberi kerja penyelenggara Negara dan selain penyelenggara Negara. Untuk kepesertaan bagi pekerja yang bekerja pada pemberi kerja penyelenggara Negara diatur dalam Peraturan Pemerintah tersendiri. Kepesertaan pada program jaminan pensiun mulai berlaku semenjak peserta terdaftar dan iuran pertama telah dibayarkan kepada BPJS Ketenagakerjaan. BPJS Ketenagakrjaan memberikan bukti pembayaran iuran pertama kepada Pemberi Kerja selain penyelenggara Negara. Bukti tersebut sebagai dasar dimulainya perlindungan jaminan pensiun. Kepesertaan jaminan pensiun berakhir pada saat peserta meninggal dunia atau memncapai usia pensiun dan menerima akumulasi iuran beserta hasil pengembangannya sekaligus. Pemberi kerja selain penyelenggara Negara dalam hal ini pengusaha, wajib mendaftarkan pekerjanya ke BPJS Ketenagakerjaan sebagai peserta, paling lama 30 hari terhitung sejak tanggal pekerja tersebut bekerja. Apabila pengusaha lalai tidak mendaftarkan, maka pekerja berhak mendaftar sendiri dalam jaminan pensiun BPJS Ketenagakerjaan dengan mengisi formulir pendaftaran dan melampirkan:

a.       Perjanjian kerja, surat keputusan pengangkatan, atau bukti lain yang menunjukan sebagai pekerja;

b.      Kartu Tanda Penduduk; dan

c.       Kartu Keluarga.

       Terkait apabila pekerja belum terdaftar dalam BPJS Ketenagakerjaan, maka Pemberi Kerja selain penyelenggaran negara wajib memberikan manfaat pensiun kepada pekerjanya sesuai peraturan pemerintah. BPJS Ketenagakerjaan menerbitkan nomor kepesertaan bagi pekerja paling lama satu hari setelah iuran pertama dibayar lunas. Paling lama tujuh hari setelah nomor kepesertaan diterbitkan maka BPJS Ketenagakerjaan memberikan kartu kepesertaan. Nomor kepesertaan merupakan nomor kepesertaan tunggal untuk semua program jaminan sosial ketenagekerjaan yang diikuti peserta. Dalam hal terjadi perubahan data peserta dan keluarganya, maka peserta wajib menyampaikan perubahan data secara lengkap kepada Pemberi Kerja selain penyelenggara negara. Apabila peserta tidak bekerja, maka data perubahan diserahkan kepada BPJS Ketenagakerjaan. Peserta yang pindah tempat kerja wajib memberitahukan kepesertaannya kepada pemberi kerja baru dengan menunjukan kartu kepesertaannya. Pemeberi kerja tempat kerja baru wajib meneruskan kepesertaan pekerja dengan melaoprkan kartu kepesertaan dan membayar iuran kepada BPJS Ketenagakerjaan sejak Pekerja bekerja di Pemberi Kerja tempat kerja baru.

       Penerima Manfaat Pensiun adalah peserta, satu orang istri atau suami yang sah sesuai peraturan perundang-undangan, maksimal 2 orang anak, atau satu orang tua. Berdasarkan pasal 14 ayat (2) PP No. 45 Tahun 2015 menyatakan bahwa anak peserta yang lahir paling lama 300 hari setelah terputusnya hubungan pernikahan istri atau suami yang telah terdaftar dinyatakan sah atau setelah peserta meninggal dunia dapat didaftarkan sebagai penerima manfaat pensiun. Dalam hal terjadi perubahan susunan penerima manfaat pensiun, peserta harus mendaftarkan perubahan daftar penerima Manfaat Pensiun paling lama 30 hari terhitung sejak tanggal perubahan susunan penerima Manfaat Pensiun kepada Pemberi Kerja selain penyelenggara negara. Perubahan daftar penerima manfaat pensiun tidak dapat dilakukan setelah peserta menerima Manfaat Pensiun pertama atau meninggal dunia kecuali untuk anak sesuai ketentuan pasal 14 ayat (2). Apabila terjadi perselisihan penetapan ahli waris maka diselesaikan secara musyawarah antar ahli waris, jika tidak terselesaikan juga maka perselisahan penetapan ahli waris diselesaikan di pengadilan.

       Usia pensiun  pertama kali ditetapkan 56 (lima puluh enam) tahun, seterusnya mulai 1 Januari 2019 usia pensiun menjadi 57 (lima puluh tujuh) tahun. Usia pensiun selanjutnya bertambah 1(satu) tahun untuk setiap 3 (tiga) tahun berikutnya sampai mencapai usia 65 (enam puluh lima) tahun. Dalam hal peserta telah memasuki usia pensiun, tetapi yang bersangkutan tetap dipekerjakan, peserta dapat memilih untuk menerima manfaat pensiun pada saat mencapai usia pensiun atau pada saat berhenti bekerja dengan ketentuan paling lama 3 (tiga) tahun setelah usia pensiun. Manfaat pensiun berupa:

a.        pensiun hari tua (Paragraf 2 Pasal 19 PP No.45/2015);

b.       pensiun cacat (Paragraf 3 Pasal 20 PP No.45/2015);

c.        pensiun janda atau duda (Paragraf 4 Pasal 21 PP No.45/2015);

d.       pensiun anak (Paragraf 5 Pasal 22 PP No.45/2015);

e.        atau pensiun orang tua (Paragraf 6 Pasal 23 PP No.45/2015);

       Iuran jaminan pensiun wajib dibayarkan setiap bulan, iurannya adalah sebesar 3 % dari upah perbulan. Iuran tersebut wajib ditanggung bersama oleh pemberi kerja selain penyelenggara negara dan peserta, dengan ketentuan 2% dari upah ditanggung oleh pemberi kerja selain penyelenggara negara dan 1% dari upah ditanggung oleh peserta. Besaran iuran tersebut dilakukan evaluasi paling singkat 3 (tiga) tahun dengan mempertimbangkan kondisi ekonomi nasional dan perhitungan kecukupan kewajiban aktuaria. Hasil evaluasi digunakan sebagai dasar untuk penyesuaian kenaikan iuran secara bertahap menuju 8%. Ketentuan lebih lanjut mengenai tata cara pembayaran Iuran diatur dengan Peraturan BPJS Ketenagakerjaan. Terkait Pengawasan dilakukan oleh Instansi yang bertanggung jawab di bidang Ketenagakerjaan.

       Demikian sekilas pemaparan tentang Penyelenggaraan Program Jaminan Pensiun yang diatur dalam Peraturan Pemerintah Nomor 45 tahun 2015, semoga dapat bermanfaat. Wallahu’alam bisshawaab.

KEBIJAKAN KETENAGAKERJAAN TENTANG UPAH

Majalah Dinamika Vol. 40, No. 1, Triwulan I Tahun 2016, ISSN 1907-2201

KEBIJAKAN KETENAGAKERJAAN TENTANG UPAH

Ikomatussuniah, SH., MH

Dosen Fakultas Hukum Universitas Sultan Ageng Tirtayasa

Jl. Raya Jakarta Km. 04 Pakupatan-Serang

ikomatussuniah@yahoo.co.id

ikomatussuniah-design.blogspot.com

PENDAHULUAN

       Indonesia, Negara Kesatuan yang kaya akan sumber daya alam dan faktor-faktor produksi, salah satu kekayaan sekaligus salah satu faktor produksi dalam pertumbuhan ekonomi adalah pertumbuhan penduduk Indonesia yang signifikan. Berdasarkan pemaparan BPS pada Konsolidasi Dewan Pengupahan Se-Indonesia Tahun 2014,  dipaparkan bahwa ledakan pertumbuhan penduduk yang diakibatkan oleh baby boom mengakibatkan perumbuhan angkatan kerja meningkat. Permasalahan tejadi ketika angkatan kerja meningkat akan tetapi tidak diimbangi dengan peningkatan lapangan pekerjaan. Maka, yang terjadi adalah banyaknya pengangguran. Penduduk dikatakan penganggur apabila tidak bekerja, tetapi mencari pekerjaan, atau mempersiapkan usaha, atau mereka yang merasa tidak mungkin mendapat pekerjaan atau mereka yang sudah punya pekerjaan tetapi belum memulai bekerja (BPS, 2010). Pengangguran akan terdegradasi apabila pertumbuhan ekonomi secara makro dan mikro berkembang dengan baik. Peningkatan Pertumbuhan ekonomi akan pula meningkatkan kesempatan kerja.  Skill dan produktivitas pekerja yang baik akan pula meningkatkan kesempatan kerja. Produktivitas pekerja dapat diukur melalui rasio nilai PDB/PDRB dengan jumlah penduduk yang bekerja. Kondisi dimana full employment terjadi, terkait dengan pengupahan, maka terjadi peningkatan upah minimum sehingga mengakibatkan penurunan jumlah pekerja. Hal ini disebabkan oleh berbagai faktor, misalanya karena pengusaha tidak ataupun kurang mendapat order produksi sehingga efeknya berimbas kepada pemotongan biaya produksi yang berupa biaya upah tenaga kerja. Terkait dengan upah, pemerintah mengeluarkan paket kebijakan ekonomi terkait ketenagakerjaan yang mengusung ruh keadilan dan kesejahteraan untuk semua pihak.

KEBIJAKAN KETENAGAKERJAAN TENTANG UPAH

       Paket kebijakan ekonomi tahap empat terfokus kepada ketenagakerjaan. Terkait ketenagakerjaan memang merupakan ranah kajian dalam keilmuan hukum privat dan hukum publik. Berdasarkan hukum privat, ketenagakerjaan yang diatur dalam Undang-Undang Nomor 13 Tahun 2003 pada pasal 1 ayat (1) menyatakan bahwa ketenagakerjaan adalah segala hal yang berhubungan dengan tenaga kerja  pada waktu sebelum, selama dan sesudah  masa kerja. Dalam ranah privat, tenaga kerja dan pengusaha atau pemberi kerja mempunyai hubungan khusus dalam melaksanakan kesepakatan kerja yang termaktub dalam perjanjian kerja sehingga menimbulkan suatu hubungan kerja. Perjanjian kerja ini diatur secara umum dalam Pasal 1320 Kitab Undang-Undang Hukum Perdata terkait syarat sahnya suatu perjanjian, yaitu (Subekti, 1996:134):

1.      Perizinan yang bebas dari orang-orang yang mengikatkan diri;

2.      Kecakapan untuk membeuat suatu perjanjian;

3.      Suatu hal tertentu yang diperjanjikan;

4.      Suatu sebab (“oorzaak) yang halal, artinya tidak terlarang .    

       Ranah hukum publik ketenagakerjaan tercermin dari peran pemerintah dalam mengatur regulasi ketenagakerjaan demi terciptanya keseimbangan kesejahteraan dan keadilan yang diamanatkan oleh Pancasila dan Pembukaan Undang-Undang Dasar RI 1945 khususnya tentang konsep Negara kesejahteraan. Salah bentuk peran pemerintah adalah dengan dibentuknya Lembaga Kerjasama Tripartit yang merupakan forum komunikasi, konsultasi dan musyawarah tentang masalah ketenagakerjaan yang anggotanya terdiri dari unsur organisasi pengusaha, serikat pekerja/serikat buruh dan pemerintah. Terdapat pula suaut lembaga non struktural yang bersifat tripartit yaitu Organisasi Dewan Pengupahan yang bertugas memberikan saran, dan pertimbangan kepada Pemerintah dalam rangka perumusan kebijakan pengupahan dan pengembangan sistem pengupahan, yang diatur dalam Keputusan Presiden Republik Indonesia Nomor 107 Tahun 2004 Tentang Dewan Pengupahan.

       Kebijakan ekonomi yang dikeluarkan dalam bentuk Paket Kebijakan IV, fokus pada Ketenagakerjaan, antara lain tentang formula upah minimum, baik Upah Minimum Provinisi (UMP), Upah minimum Kabupaten/Kota (UMK) maupun Upah Minimum Sektoral Kabupaten/Kota (UMSK). Formula Kenaikan upah minimum dipengaruhi dua faktor, yaitu inflasi dan pertumbuhan ekonomi. Formulasi upah ini tidak lagi berdasarkan perhitungan nilai Kebutuhan Hidup Layak yang selama ini telah dilakukan, Kebutuhan Hidup Layak akan ditinjau ulang per periode 5 (lima) tahun sekali. Formulasi kenaikan upah ini dapat berefek positif , yaitu (Koran Jakarta, 15/10/2015):

1.       Dipastikan bahwa kenaikan Upah Minimum bagi para pekerja akan terjadi setiap tahun.

2.      Formula upah tidak hanya menguntungkan pengusaha, tetapi juga pekerja.

3.      Formula tersebut membuat kenaikan upah setiap tahun lebih terprediksi dan terukur.

4.      Upah yang terformulasi dan terukur mengakibatkan dunia usaha dapat lebih bergerak dan berkembang, sehingga lapangan pekerjaan akan semakin luas.

5.      Kenaikan Upah akan realisitis dan para pedagang/pengusaha dapat dengan mudah menyesuaikan harga sehingga berpengaruh terhadap inflasi.

       Kebijakan ini telah diluncurkan dengan dikeluarkannya Peraturan Pemerintah Republik Indoneisa Nomor 78 Tahun 2015 Tentang Pengupahan. Gejolak penolakan terhadap Peraturan Pemerintah ini, khususnya dari Serikat Pekerja massif terjadi.  Akan tetapi diharapakan, lewat kebijakan ini kepastian hukum dan kepastian ekonomi sehingga regulasi yang ada dapat meningkatkan rasa keadilan serta kesejahteraan dapat terwujud dengan baik, tentunya dengan dukungan semua pihak, dalam hal ini pemerintah itu sendiri, pengusaha, pekerja, akademisi dan masyarakat pada umumnya. Wallahu ‘alam Bisshawaab. 

BUKU Ketenagakerjaan Dalam Bingkai NKRI

KATA PENGANTAR

Alhamdulillah, puji syukur kehadirat Ilahi Raabi penulisan buku ini rampung. Buku ini merupakan buku pertama yang disusun oleh penulis. Buku yang memuat tentang Hukum Ketenagakerjaan di Indonesia ini merupakan salah satu kontribusi yang ingin penulis berikan dalam menjalankan tugas Tri Dharma Perguruan Tinggi. Peruntukan pembaca adalah civitas akademik dan masyarakat umum.

Penyusunan buku ini berawal dari materi-materi yang diberikan dalam perkuliahan Hukum Ketenagakerjaan di Fakultas Hukum Universitas Sultan Ageng Tirtayasa yang berasal dari berbagai literatur dan peraturan perundang-undangan yang berlaku, kemudian isi buku ini penulis kolaborasi dengan artikel-artikel yang ditulis penulis tentang ketenagakerjaan yang telah terbit di majalah Dinamika Kabupaten Serang. Penulis mengampu mata kuliah ini sejak tahun 2009 sampai dengan sekarang dengan arahan dan bimbingan dari Bapak Dr. Agus Prihartono, PS, SH., MH sebagai dosen pembina Mata Kuliah Hukum ketenagakerjaan. Dalam perkembangan hukum ketenagakerjaan dalam bahasan di buku ini, penulis mengelaborasi dengan perkembangan system pengupahan yang berkembang di Indonesia. Hal-hal yang dipaparkan dalam buku ini antara lain tentang:

I.                   Hukum ketenagakerjaan dan Hukum Kerja

II.                Pihak-pihak yang Berperan Dalam Hukum Kerja

III.             Pengerahan dan Penempatan Tenaga Kerja

IV.             Hubungan Kerja dan Perlindungan Kerja

V.                Pemutusan Hubungan Kerja, Mogok Kerja dan Penutupan Perusahaan

VI.             Organisasi Dewan Pengupahan Daerah Dalam Penetapan Upah Minimum

VII.          Bunga Rampai Ketenagakerjaan

Demikian, semoga buku ini dapat memberikan kontribusi positif bagi semua pihak.

Serang, November 2015

PEMILIHAN KEPALA DAERAH SERENTAK (Majalah Dinamika, Vol. 39, No. 4 Tahun 2015. ISSN 1907-2201.hlm 25-26)

PEMILIHAN KEPALA DAERAH SERENTAK

Ikomatussuniah, SH., MH

Tenaga Pengajar Fakultas Hukum Universitas Sultan Ageng Tirtayasa

Jl. Raya Jakarta Km. 04 Pakupatan-Serang

ikomatussuniah@yahoo.co.id

PENDAHULUAN

       Pancasila merupakan dasar beretika dalam berpolitik di Negara Kesatuan Republik Indonesia.  Politik merupakan cara dalam meraih “kekuasaan”. “Kekuasaan” merupakan amanat yang dipercayakan oleh rakyat kepada pemimpin terpilih untuk menjalankan tujuan Negara Kesatuan Republik Indonesia dalam kerangka welfare state. Frame Welfare state Negara Kesatuan Republik Indonesia termaktub dalam Aline ke-empat Pembukaan Undang-Undang Dasar Negara Republik Indonesia Tahun 1945, yang esensinya adalah melindungi segenap bangsa Indonesia dan seluruh tumpah darah Indonesia, memajukan kesejahteraan umum, mencerdasakan kehidupan bangsa dan ikut melaksanakan ketertiban dunia yang berdasarkan kemerdekaan, perdamaian abadi dan keadilan sosial. Berdasarkan hal tersebut, maka esenesi kemerdekaan bernegara disusun dalam suatu Undang-Undang Dasar Negara Indonesia yang didalamnya termaktub pembukaan dan batang tubuh yang berdasarkan pada nilai nilai Pancasila yaitu Ketuhanan Yang Maha Esa, Kemanusiaan, Persatuan, Musyawarah mufakat , gotong royong dan keadilan.  Nilai-nilai Pancasila tersebut merupakan dasar bertindak dalam beretika politik, sehingga moralitas dalam berpolitik dapat terbangun dengan baik. Apabila moralitas yang tercipta berdasarkan nilai-nilai Pancasila, maka kekuasaan yang diperoleh melalui jalur politik dapat dijalankan dengan baik beracuan bahwa pengemban kekuasaan adalah pelayan publik, bukan yang dilayani oleh publik. Cara untuk memperoleh kekuasaan dapat dilakukan melalui mekanisme Pemilihan Umum (Pemilu)  dan Pemilihan Umum Kepala Daerah (Pilkada). Tahun 2015 adalah tahun pertama “Pertarungan Politik” Pemilihan Kepala Daerah secara serentak untuk dapat memperoleh amanat dari rakyat. “Pertarungan politik” tersebut dalam perkembangannya masih terdapat kendala di lapangan      

PILKADA SERENTAK

       Pilkada serentak tahun 2015 merupakan pemilihan secara langsung oleh rakyat berdasarkan substansi Perppu Nomor 1 Tahun 2014 yang kemudian ditetapkan menjadi Undang-Undang Nomor 1 Tahun 2015 Tentang Penetapan Peraturan Pemerintah Pengganti Undang-Undang Nomor 1 Tahun 2014 Tentang Pemilihan Gubernur, Bupati Dan  Walikota Menjadi Undang-Undang. Kemudian terdapat perubahan terhadap peraturan perundangan tersebut dengan dikeluarkannya Undang-Undang RI Nomor 8 Tahun 2015 Tentang Perubahan Atas Undang-Undang Nomor 1 Tahun 2015 Tentang Penetapan Peraturan Pemerintah Pengganti Undang-Undang Nomor 1 Tahun 2014 Tentang Pemilihan Gubernur, Bupati Dan Walikota Menjadi Undang Undang. Berdasarkan Pasal 1 angka 1 Undang-Undang Nomor 8 Tahun 2015 menyatakan bahwa pemilihan Gubernur dan Wakil Gubernur, Bupati dan Wakil Bupati, Walikota dan Wakil Walikota yang selanjutnya disebut pemilihan adalah pelaksanaan kedaulatan rakyat di wilayah Provinsi dan Kabupaten/Kota untuk memilih Gubernur dan Wakil Gubernur, Bupati dan Wakil Bupati serta Walikota dan Wakil Walikota secara langsung dan demokratis. Terkait Pilkada Serentak dijelaskan dalam Pasal 3 ayat (1) bahwa Pemilihan dilaksanakan 5 (lima) Tahun sekali secara serentak diseluruh wilayah Kesatuan Republik Indonesia.

       Berdasarkan pemaparan Menteri Dalam Negeri yang disosialisasikan pada Acara Evaluasi dan Pemberian Penghargaaan Pemilu Tahun 2014 yang diselenggarakan oleh Komisi Pemilihan Umum terkait Persiapan Pemilihan Kepala Daerah Serentak Tahun 2015, bahwasanya:

a.       Pilkada serentak tahap pertama pada tahun 2015 untuk para Gubernur, Bupati dan Walikota yang masa jabatannya berakhir tahun 2015.

b.      Pemilihan serentak pada tahap kedua pada tahun 2018 untuk Gubernur, Bupati dan Walikota yang masa jabatannya berakhir tahun 2016, 2017 dan 2018, dengan ketentuan tahun 2016 dan 2017 diisi penjabat sampai dengan terpilih Gubernur, Bupati dan Walikota definitif tahun 2018.

c.       Pemilihan Gubernur, Bupati dan Walikota serentak secara nasional pertama kali dimulai tahun 2020.

       Time table tentang pelaksanaan pilkada serentak dari tahun 2015 sampai dengan tahun 2020, adalah:

a.       Pilkada tahun 2015 diikuti oleh 204 daerah, dengan proyeksi jabatan 5 tahun sampai 2020.

b.      Pilkada 2016 diikuti 100 daerah dengan penjabat sampai dengan 2018, pilkada 2017 diikuti oleh 67 daerah dengan penjabat samapai dengan 2018, pilkada 2018 diikuti 118 daerah. Berdasarkan hal tersebut berarti terdapat 285 pilkada serentak tahun 2018 dengan masa jabatan 2 tahun sampai dengan 2020.

c.       Pilkada 2019 diikuti oleh 52 daerah dengan proyeksi diisi oleh penjabat daerah sampai dengan 2020.

Sehingga Pilkada serentak tahun 2020 dilaksanakan oleh seluruh daerah  otonom sebanyak 541 daerah otonom. Terhadap ketentuan tersebut terdapat implikasi pelaksaan Pilkada Serentak yaitu kompensasi bagi Gubernur, Bupati dan Walikota yang jabatannya tidak penuh, berupa:

a.       Bagi Gubernur,Bupati dan Walikota yang dilantik dan masa jabatannya 2018-2020, maka tidak dihitung satu periode jabatan, dan diberikan hak pensiun penuh satu periode

b.      Bagi Gubernur, Bupati dan Walikota yang berakhir tahun 2018 dan tahun 2020, yang masa jabatannya berkurang karena pilkada serentak, diberikan sebesar gaji pokok dikalikan jumlah bulan yang tersisa serta mendapat hak pensiun penuh.

       Terkait kewajiban Pemerintah Daerah untuk melaksanakan Pilkada serentak tahun 2015, maka Pemerintah Daerah berkewajiban untuk mengalokasikan anggaran Pilkada dalam APBD Tahun 2015, Pemda pada Daerah Otonom Baru untuk melaksanakan Pilkada pada Tahun 2015, menyiapkan data pemilih untuk pilkada tahun 2015 dan menyerahkannya ke KPUD serta mewujudkan keamanan yang kondusif untuk pelaksanaan pilkada tahun 2015.

PENUTUP

       Demikian sekilas pemaparan tetang pilkada serentak, diluar dinamisnya perubahan tentang pelaksanaan teknis pilkada serentak, contohnya perihal banyaknya pasangan calon yang ditentukan dalam pilkada serentak yang Alhamdulillah sudah mendapat penetapan dari Mahkamah Konstitusi bahwasanya untuk daerah yang hanya memiliki satu pasang calon tetap diperkenankan untuk melaksanakan pilkada serentak di Tahun 2015.  Kabupaten Serang merupakan salah satu daerah otonom yang akan melaksanakan Pilkada Serentak pada tanggal 9 Desember 2015 ini, semoga proses pilkada dapat berjalan kondusif, dan menghasilkan pemimpin yang kompeten dan amanat.

Wallahu ‘alam Bisshawaab.

      

EFFECTIVENESS OF ORGANIZATION BOARD WAGE DETERMINATION IN THE MINIMUM WAGE

Ikomatussuniah, SH., MH

Lecturer Faculty of  Law

Sultan Agung University Tirtayasa

Email: ikomatussuniah80@yahoo.co.id

                                                      

Abstract

Wage compensation granted the employer to the employee for the performance of work done according to the agreement. Regional wage boards  is an organization supporting the government to formulate a policy of wage determination. Wage Board is a team consisting of elements of the organization of workers, employers, government and experts from university. How far the team's effectiveness in formulating wage policy to be set by the head of the study area should be reviewed restaurants. Writing this paper made by normative empirical methods, through the study of literature and the data and observations of the author as a participant in the consolidation of the National Wage Council in Grand Sahid,  Jakarta. Solidity team contained in the Board remuneration society together has implications for social justice wage Recommendations to the head of the region.

Keywords: Wages, Regional Wage Board team collaboration, social justice.

I. PRELIMINARY

   A. Background

         Employment is a transitional word of labor. Since the enactment of labor laws rules in the Act No. 13 of 2003, hence the term labor in accordance with Law No. 2 of 1974 on labor, turned into labor. Under article 1 paragraph 1 of the Employment Act, the definition of employment is all matters relating to labor at the time before, during and after the period of employment. About wages, is included into the category of employment arrangements before, during and after the period of employment. Before the period of employment, wages agreed in the employment agreement between employers and workers. During the period of employment, wages and the performance given in accordance employment agreement that has been agreed by both parties that employers and workers. After years of service, termination of employment may give rise to rights and obligations between workers and employers in the form of severance pay, gratuity and compensation. Under article 1 paragraph 30 Labor Law:

       The right of workers / laborers received and expressed in terms of money as a reward from the employer or the employer to workers / laborers are set and paid by an employment agreement, agreement or legislation, including allowances for workers / laborers and their families for a job and / or services that have been or will be performed.

       Employment issues, particularly the minimum wage is an issue that is crucial for Indonesia to become more competitive. Fixing the minimum wage will increase national competitiveness by reason of:[1]

a.       Relatively labor intensive companies, fluctuations and uncertainty for employers pay very influential in the certainty of doing business.

b.      Competitive wages, if the government helped compensate for some of the needs of workers (such as health and transport), will cause the price of competitive goods also thereby increasing sales and economic growth significantly.

c.       The minimum wage does not rational businessman would make it difficult to recruit new employees, thus supporting employment reduce unemployment.

       Wages, wage system and social justice is an issue that the author wants to put forward. Problems always occur every year when wages will be set by the government. Demos rolling the labor issues of employment one about wages and dynamics can certainly occur each year. Closing highways, anarchism, sweeping factories and mobilization of workers in large numbers certainly occur at the end of the year in which per November 1 each year based on Manpower ministry agreement No. 7 Year 2013 About Minimum Wage, the governor of each region to set and announce the Provincial Minimum Wage, then no later than November 21st, Minimum Wage Regency / City is determined and announced by the respective Governors.

       The problems that ensued in the field is when the laws that have been defined in a legal regulation turns on the field was not running as it should, for example, revealed in data provided by the Director General of Industrial Dispute of Manpower Ministry, he is Mr. R. Irianto Simbolon, SE., MM, in his presentation on activities Consolidation Forum of National Wage Council in Jakarta on September 7 to 9, 2014, stating Implementation of Presidential Instruction No. 9 Year 2013 About Minimum Wage determination in the framework of Business Continuity and Workers Welfare Improvement the Provincial Minimum Wage known that determination is not carried out simultaneously, and there is also the province that do not set the Provincial Minimum Wage.[2] As guardian of the determination of wages and wage policy, the Board of wages is a representation of the elements of workers' organizations, employers, government and academic experts, who regularly work together to achieve the goal Determination fair wages.[3]

    B. Problem Formulation

       Based on the explanation above, the core issues in this paper are:

1.      Efforts to increase the capacity of the Regional Wage Board team collaboration.

2.      Efforts to improve team collaboration Regional Wage Board thus also increasing the performance and effectiveness.

3.      How to optimize the implementation of the Regional Wage Board task in building teamwork.

     C. Purpose

1.      To know the efforts to increase the capacity of teamwork in the Regional Wage Council.

2.      To know and understand the effort to improve team collaboration Regional Wage Board thus also increasing the performance and effectiveness.

3.      To know and understand how to optimize the implementation of the Regional Wage Board task in building teamwork

II. EFFECTIVENESS OF ORGANIZATION BOARD WAGE DETERMINATION IN THE MINIMUM WAGE

    A. Wage Council

         Wages and wage system is one of the discussion in Act No. 13 of 2003 On Labor (Labor Law). Remuneration arrangements in Labor Law contained in chapter 88-98. In Article 98 specifically outlined on the Wages Council was formed to provide advice, judgment, and formulate a wage policy which will be determined by the government as well as for the development of the national wage system. Wage Council is a non structural tripartite. The councils consist of representatives from governments, employers' organizations, organizations of trade unions / labor unions, universities and experts. The national councils appointed and dismissed by the President, while the Provincial Wage Council, District / Municipal appointed and dismissed by the Governor / Regent / Mayor. More on Wages Council stipulated in the Decree of the President of the Republic of Indonesia Number 107 of 2004 About the Wage Council.

       The Wages Council of Provincial, District / City is a productive group that functions effectively and efficiently. In this group the number of people gathered oriented common goals of superior quality, compact and shaded by the values ​​of a clear and binding behavior. All members have the competence and integrity of the quality of a more or less balanced. The spirit of learning among group members is very high in order to achieve success and excellence together. The group is no longer just work together but to the extent of cooperation.[4] In the remuneration of the Board members behave as a team Provincial Wage Council, District / City is a group formed by the Department of Manpower and Transmigration Areas under the auspices ministry of manpower and transmigration who is directly responsible to the governor, regent / mayor, for implementing tasks that have been mandated in legislation, as well as membership is mandated within 3 years. And can only be extended for the first time next period. Ideally, a group including the Regional Wage Board directs the group to a higher level by building a team which, among others, has the following characteristics:[5]

a.    It consists of a number of skilled people, the same goals, encourage and empower each other.

b.   Sharing information to build a level of trust and high responsibility.

c.    Using clear boundaries to create the freedom and the responsibility to complete the task productively.

d.   Effectively uses time and talent as well as leadership group members distributed.

e.    Controlling themselves well in group decision making that contribute to the exceptional performance for members, groups and organizations.

     Regional Wage Council tasked to provide advice, judgment, and formulate a wage policy which will be determined by the government, as well as for the development of the wage system. The definition of wages under article 1 (a) of Government Regulation No. 08 of 1981 on the Protection of Wages are:

A reception in return from the employer to the worker for a job or services that have been or done, expressed or assessed in money terms are set according to an agreement, or legislation, and is paid on the basis of a labor agreement between the employer and the workers, including benefits both for the workers and their families.

     Regulation wages are minimum wage, the minimum wage is the lowest monthly wage consists of basic salary including fixed allowances set by the governor as a safety net.[6]  Minimum wages consists of the Minimum Wages, Minimum Wage Provincial or District / Municipal and Provincial Sectoral Minimum Wage or Sectoral Minimum Wage Regency / City. Minimum Wage Fixing based on the Living Needs by taking into account productivity and economic growth. Minimum wage is directed at achieving the Living Needs. The Living Needs is a comparison of the magnitude of the achievement of Minimum Wages on the value of the Living Needs in the same period. For the achievement of the governor set the stage of the Living Needs achievement in the form of a roadmap for the achievement of the Living Needs Specific Intensive Industries Company and for other companies considering the condition of the ability of the business world. Roadmap to achieving the Living Needs prepared with the following steps:[7]

a. Determine the attainment of a minimum wage equal to the Living Needs;

b. Predicting the Living Needs value until the end of the achievement;

c. Predicting the minimum wage each year;

d. Establishes the percentage achievement by comparing predictions the Living Needs minimum wage with the Living Needs prediction value every year.

    B. Minimum Wages Data

     Some of the data that can be analyzed for wage system that social justice can be seen in the data provided by the Director General of  Industrial Dispute and Social Security:

1.   Minimum Wage Provincial determined and announced by the respective governors simultaneously every November 1 in each year, but based on the exposure data from the Directorate General of Industrial Dispute and Social Security, note, that:

a)   2014 Minimum Wage Provincial, provinces set simultaneously in a timely 1st November 2013, namely NAD, North Sumatra, Riau, Riau, South Sumatra, Jakarta, Sulawesi, Central Sulawesi and West Papua.

b)   Minimum Wage Provincial , provinces set in 2014 before 1st November 2013, namely West Sumatra, Jambi, Babel, Bengkulu, Banten, NTB, NTT, West Kalimantan, South Kalimantan, Central Kalimantan, East Kalimantan, Gorontalo, North Sulawesi, Southeast Sulawesi, Maluku, Papua.

c)   Minimum Wage Provincial,  provinces set in 2014 after 1st November 2013, namely Lampung, Bali, North Maluku, West Sulawesi.

d)  Setting the province not only set the Minimum Wage Provincial in 2014 namely West Java, East Java, Central Java and Yogyakarta.

2.   At the provincial minimum wage labor intensive industries, which are mandated in Presidential Instruction No. 9 in 2013 and Labor Minister Instruction No. 7 of  2013: "Determination of Minimum Wage Policy in the Context of Business Continuity and Improvement Workers Welfare", only the NTT Province are set at Rp. 1,125,000.

3.   Top Minimum Wage Provincial Jakarta is Rp. 2.441 million, and the highest percentage increase in Minimum Wage Provincial 2014 Bali Province with 30.62% rise.

4.   The lowest Minimum Wage Provincial is NTT Rp. 1,150,000, and the lowest percentage increase in 2104 Minimum Wage Provincial is Kaltim by 7.66%.

5.   There are 16 provinces that establish greater Minimum Wage Provincial equal to the Living Needs, namely: NAD, North Sumatra, West Sumatra, Riau, Riau, Jambi, Bengkulu, Lampung, Banten, Bali, Jakarta, South Kalimantan, East Kalimantan, North Sulawesi, South Sulawesi, Papua. In 2013 there were 11 provinces greater Minimum Wage Provincial equal to the Living Needs thus in 2014 increased 5 provinces.

6.   There are four provinces set Minimum Wage Provincial  90 to 99% of Living Needs, namely: South Sumatra, Babel, Southeast Sulawesi, Central Sulawesi.

7.   There are six provinces set Minimum Wage Provincial 80 to 89%of Living Needs, namely: NTB, West Kalimantan, Central Kalimantan, Gorontalo, North Maluku, West Papua.

8.   There are three provinces set Minimum Wage Provincial <80% of Living Needs, namely: NTT, West Sulawesi and Maluku.

When observed from the data presented above, it appears that the state wage and the wage system is not equitable and equal wage systems in force has not happened because there are many issues related to regional wage boards in charge, namely:

a.    Wage Council Provincial / District / Municipal ordinances not yet fully understand the survey and determination value of Living Needs appropriate legislation, so that wage setting mechanism is not in accordance with the provisions.

b.   Not optimal coordination of the National Wage Council, Wages Council Wage Council Provincial and district / city.

c.    Yet the formation of the technical guidelines on the Roadmap to achieving the Living Needs (Road Map), as mandated in Labor Minister Instruction Number 7 of 2013.

d.   Lack of budget support for the implementation of the tasks Wage Council.

   C. Wages Social Justice

       Wage system of social justice cannot be separated from the role of all parties. In the labor parties related to each other are workers, employers and government. Workers, employers and governments are a team that must work together in formulating recommendations wage determination which will be submitted to the Governor for enactment.

       Employment is a field, this includes of law, economics, statistics and other scientific scope. If viewed from the field of law based regulation, in fact the government has given clear rules in building a socially just system of remuneration. Some wage regulations issued by the government to create a socially just wage system is:[8]

a.       1945 Article 27 paragraph (2).

b.      Law No. 13 of 2003 on Manpower.

c.       Indonesian Government Regulation No. 8 of 1981 on the Protection of Wages.

d.      Indonesian Government Regulation No. 72 Year 2001 on Income Tax on Income Received by Workers to Amounting Provincial Minimum Wage Minimum Wage Or Regency / City.

e.       Decree of the President of the Republic of Indonesia Number 107 of 2004 on Wage Council.

f.       Instruction President of the Republic of Indonesia Number 9 Year 2013 on Establishment of Minimum Wage Policy in the Context of Business Continuity and Improvement Workers Welfare.

g.      Minister of Manpower and Transmigration Republic of Indonesia No. KEP-231 / Men / 2003 on Procedures for the Implementation of Minimum Wage Suspension.

h.      Minister of Manpower and Transmigration Republic of Indonesia Number Kep-49 / Men / 2004 on Provisions Wage Scale Structure.

i.        Minister of Manpower and Transmigration Republic of Indonesia No. KEP-102 / Men / VI / 2004 on Overtime and Overtime Wages.

j.        Regulation of the Minister of Manpower and Transmigration Republic of Indonesia No. Per-04 / Men / VI / 1994 on religious holiday allowance for Workers in the Company.

k.      Regulation of the Minister of Manpower and Transmigration Republic of Indonesia No. Per-02 / Men / VI / 1999 on Wage Distribution Service by Business Hotels Restaurants Tourism Business and Other.

l.        Regulation of the Minister of Manpower and Transmigration Republic of Indonesia No. Per-03 / Men / I / 2005 on Procedures for the Proposed Membership of the National Wage Council.

m.    Regulation of the Minister of Manpower and Transmigration Republic of Indonesia Number 13 Year 2012 on Components and Implementation Phases Achievement Living Needs.

n.      Guidelines for Survey and Data Processing Living Needs.

o.      Regulation of the Minister of Industry of the Republic of Indonesia Number 51 / M-IND / PER / 10/2013.

p.      Circular of the Minister of Labour of the Republic of Indonesia Number SE-01 / Men / 1982 about the Directive Implementation of Government Regulation No. 8 of 1981.

q.      Circular of the Minister of Labour of the Republic of Indonesia Number SE-07 / Men / 1990 About Grouping Components Wages and Income Non wage.

r.        Circular of the Minister of Labour of the Republic of Indonesia Number SE-05 / Men / BW / 1998 on wages sent home Not Work Toward Termination.

s.       Chairman of the National Wage Council Decision No. 01 / National Wage Council / XII / 2006 on Working Procedure of the National Wage Council.

     Legal arrangements by the government, although not perfect, at least the government's efforts in making concrete and construct a wage regulation for the creation of employment systems are ideal for the realization of social justice. Social justice  talking about the welfare of all people in an independent state. Social justice is  not just talking in the context of enforcement of legislation, but talk broadly about the rights of citizens in a country. Social justice is a condition where the country's wealth is distributed fairly and equitably to all people. In social justice every person is entitled to receive "basic human needs". According to Abraham Maslow's basic human needs are the elements needed by humans in maintaining the balance of physiology and psychology.[9] Getting a job and a decent income for humanity is the element needed by the human physiology to maintain balance. Income earned by good wages will ideally improve their living and working lives. But it turns out the wage increase does not automatically raise the standard of living and purchasing power of workers. This occurs if the inflation rate is not controlled. What's the point wages rise, if inflation rises lead to a whole needs going up. And conversely, if inflation can be controlled, minimal inflation below this level, then the wage increase will have a significant impact on the level of purchasing power and welfare of workers. Social justice against the wage system did not just rely on the calculation of wages are normative, but the central government's macro-economic policy can affect the effectiveness of the value of wage increases. The macro policy,  for example the government's decision to raise the electricity tariff, fuel hike and legal uncertainty. This all can lead to uncontrolled inflation rate, and no matter how high the wage is raised, if inflation is higher than the value of the Living Needs, then it was all in vain, in the sense of permanent workers cannot live a decent and employers are increasingly stressed due to rising production costs and labor costs , If this is allowed, then the investor will eventually bankrupt and revoke investment. Of course this is all going to create new problems.

   D. Stages of Development and Regional Wage Board Activities

       Regional wage boards are in the productive phase,[10] the Wages Council has established norms of interaction, interaction group  with the team, with the level of tolerance, trust and stronger cooperation. A key pillar in industrial relations is wages. At the micro level in the company, wage issues have strategic influence in maintaining and improving the productivity of workers and enterprises and the welfare of workers / laborers. Therefore, wages need to be managed through good management as an integral part in the company, so effective in minimizing the problem of minimum wage fixing. To strengthen the system of remuneration in setting wages with social justice which recommended Wage Council, it is necessary to analyze the following:

1.      Establish Communication System Wage Council[11]

     In order duties and functions of the Provincial Wage Council and District / City are include: Providing advice and consideration in the establishment of a minimum wage; Provide advice and application of the wage system at the provincial or district / city and Preparing materials for the formulation of national wage system development, are still encountered obstacles or problems.

a. Wages Council issues include:

1)      Not yet fully understood by the Provincial Wage Council or District / City about how to survey and determination value The Living Needs corresponding legislation in force, so that the minimum wage setting mechanism is not in accordance with provisions.

2)      Not optimal coordination and synergy between the National Wage Council, Provincial and Regency / City.

3)      Limited submission of recommendations related to the development and application of the wage system.

4)      Lack of budget support for the implementation of the tasks Wage Council.

5)      The governor has not fully considering the recommendation of the Remuneration Council in setting the Minimum wage of province.

b. Efforts Taken

       In order to streamline tasks, especially related to the implementation of the Wage Board remuneration and the national wage system needs to be:

1)      Build networks and communication systems between the National Wage Council, Provincial Wage Council and Remuneration Council District / City of networked communication via website Wage Council.

2)      Carry out studies of remuneration in accordance with the characteristics of each area. Governor / Regent / Mayor and relevant agencies to encourage all companies to apply the structure and scale of wages by making circular.

3)      Allocate budget Wage Council on the budget.

4)      To disseminate the laws and regulations on labor remuneration in general and especially among local government officials.

c. Steps In Building Systems Networking / Communications Wage Council:

1)  Increasing the capacity of Provincial Wage Council members and District / City via:

a)      Training, workshops and technical guidance and the Regional Centre organized through deconcentration funds.

b)      Assistance by the National Wages Council on Regional Wage Board and district / city budgeted by the state budget.

2) Strengthening consultation and coordination to synergize the Wage Council:

a)      Consolidation Forum Wages Council regional level and national level.

b)      Forum Consolidation of the National Wage Council levels.

c)      Strengthening coordination and communication between the National Wage Council, Provincial and Regency / City.

d)     Briefing members of the Board of Provincial Wage and Wage Council District / City.

3) Making technical guidelines (guidelines) and implementation guidelines (guidelines) procedures for the implementation of the tasks and functions of the Remuneration Council.

2. Implementation Instruments The Fair Wages[12]

      In order to realize the application of equitable remuneration and competitiveness, there are 3 (three) instruments that can be done for the stakeholders (stakeholders) include:

a.       Framework application structure and scale of wages in the company.

b.      Studies wage increase more competitive and equitable.

c.       Strategy periodic review of wages.

The explanation in brief we submit the following:

1.       Implementation Framework Structure And The Wage Scale Company

a.       Basis of remuneration are: Balance; Equality; Continuity.

b.      Type the structure and scale of wages in the enterprise: Structure and modest wage scale; The structure and scale of wages advance.

c.       Basic modest wage scale include: Years of service; Person (attitude); Position (positions); Performance (performance).

d.      Efforts made to popularize the structure and scale of wages include: Guidance by the Agency in the field of employment; Training and development; Instituted in industrial relations means such as: Standard operating procedure; Bipartite forum; A tripartite body; Company regulations; Collective labor agreement. Law enforcement (reward and punishment).

2.  Basics Study of Improved Wages a More Competitive and Fair

a.       There must be an effort to realize a competitive wage and justice through not solely on a review of basic salary, but it can be pursued through bonuses, incentives and other benefits.

b.      For foreign investors into Indonesia, payroll is not only based on the minimum wage, but it must be more than minimum wage.

c.       Standards and professional certification.

3.  Periodic review of strategies Wages

a.   A review of the structure and scale of wages periodically conducted by business groups to consider: Productivity; periodization of the review; the competitiveness of companies in the business groups concerned; salary survey.

b. Making a means of industrial relations.

3. Government Policy in Macro Economy Improvement[13]

       Based on the presentation and briefing the Minister of Manpower and Transmigration, it is understood some subjects, namely:

1. Highlights

 The increase in minimum wage does not automatically increase the purchasing power of workers. It is caused by uncontrolled inflation, The absence of standardized survey mechanism of Living Needs, calculation methods regression and projections in the current year has not been uniform and the absence of an exhaustive review of the Living Needs components.

          Therefore it is recommended that: Teams need to streamline the control of inflation, Mechanisms need to be implemented standardized survey of Living Needs, necessary to unify the method of calculation of regression and projection of Living Needs in the current year, and necessary to study in depth the addition of Living Needs components.

2. Highlights

       With the entry into force of the ASEAN Economic Community in 2015, the need for more intense cooperation between the government, employers and workers to improve the competitiveness of human resources, through: Improving the competence of workers / laborers who facilitated local government and the business world (company);  Increased competence involving training institutions; Their professional certification.

3. Highlights

 The role of local government related to the protection of wages: Setting wages and suspension in accordance with the provisions of,  Increase the number and improve the capacity of personnel in the field of supervision and dispute resolution, Wage Council strengthens the region through the increased budget allocation and affirmation of tasks and functions of regional wage board members, In order for wage policy gradually disseminated throughout the province and district / city, Preparation of the Roadmap to the achievement of the Living Needs.

III. CONCLUSIONS AND SUGGESTIONS

       Wage Council is a non-structural organization entrusted by legislation to provide advice, judgment, and formulate a wage policy which will be determined by the government, as well as for the development of the wage system. Regional Wage Council implementing its duty to provide policy recommendations to the heads of regional wage system. Regional Wage Council is a kind of productive groups, because it is in this group of people are gathered a number of similarities oriented wage policy objectives, namely the establishment of social justice, compact and shaded by the value of a clear and binding behavior contained and arranged in order. To be able to keep the conduciveness and ensure the implementation of a wage that has been agreed in the employment agreement, the government as a holder of public policy based on Wages Council intervene in drafting and enforcing an ideal wage system so that social justice for all Indonesian people in the five precepts of The Indonesian Ideology, Which is Pancasila,  can be accomplished well. Social justice created in the wage system to encourage the creation of a welfare state.

       To increase the effectiveness of the task Wages Council as a group / team in order to establish a system of good and fair wage needs be done:

1.      Increasing the capacity of members of the Provincial Wage Council, District / City through training, workshops or integrated technical guidance and mentoring by the National Wages Council.

2.      Strengthening consultation and coordination fatherly synergies through consolidation forum Wages Council Wage Council regional level, forum Wages Council consolidated the national level and strengthening the coordination of communications between the National Wage Council, Provincial and Regency / City.

3.      Optimizing the execution of tasks Wage Council to undertake the following strategies:

a. Build communication systems or networks Wage Council, for example, by conducting meetings between the National Wage Council, Provincial and District / City.

b. Conducting a study according to the characteristics of each region.

c. National Wage Council, Provincial Wage Council, Wage Council District / City makes research paper on the impact of minimum wage on employment growth.

d. Regional Wage Board budget allocation in the budget needs to be increased.

       Regional Wage Council as an organization are appropriately in deciding a policy based on an agreement between the members of the group which is describing a teamwork, so aim to be able to spawn a system of remuneration policy recommendations forwarded to the head of the region, can make a positive contribution to all elements of society, The workers, employers and the government itself is of course image. Work productivity to be increased by promoting teamwork, in order to function in the form of Regional Wage Council be effective.

LIST OF REFERENCE

Anton J Supit (2014), Application Papers “The Fair Wage System (Perspective Employers' Association)”, presented at the Forum Consolidation of National Wage Council at Grand Sahid Jaya, Jakarta.

Esping-Andersen (2006) Darmawan Triwibowo dan Sugeng Bahagijo,  Mimpi Negara Kesejahteraan, Jakarta, LP3ES.

Juniarso Ridwan & Achmad Sodik Sudrajat , (2010), Hukum Administrasi Negara dan Kebijakan Publik, Bandung, Nuansa.

R.Irianto Simbolon, (2014), paper "Building Communication System Wage Council (National, Provincial and District / City)", presented at the Forum Consolidation of National Wage Council at Grand Sahid Jaya, Jakarta.

The Ministry of Education and Culture (2013), Dictates Training Prajabatan group 3, Building Teamwork, the fourth edition of the first printing, the Ministry of Education and Culture, Central Jakarta.

Association of Regulatory Affairs Directorate general of Industrial Dispute Wage and Social Security,(2014), Ministry of Manpower of Republic Indonesia.

Law  Decree of The Republic of Indonesia Number 13 of 2003 on Manpower.

Instruction President of the Republic of Indonesia Number 9 of 2013 On Establishment of Minimum Wage Policy in the Context of Business Continuity And Improvement Workers Welfare.

Decree of the President of the Republic of Indonesia Number 107 of 2004 on Wage Council.

Labor Minister Instruction No. 7 of  2013 on Minimum Wage.

Recommendation Group 1, 2 and 3 in the Discussion of Consolidated group Forum of National Wage Council conducted on September 7-9 at the Grand Sahid Jaya Jakarta.

http://www.kapukonline.com/2012/02/kebutuhandasarmanusiaabrahammaslow.html. Sunday, 14/09/2014. 16:22 PM.

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[1] Anton J Supit as vice chairman of the national wage employers element , Papers " The Fair Wage System Implementation ( Perspective Employers' Association ) " , presented at the Forum Consolidation of National Wage Council at Grand Sahid Jaya , Jakarta , on September 8 , 2014.

[2] R.Irianto Simbolon , paper "Building Communication System Wage Council (National , Provincial and District / City ) " , presented at the Forum Consolidation of National Wage Council at Grand Sahid Jaya , Jakarta , on September 7 , 2014.

[3] Training Prajabatan group 3 , Build Team research agreement , the fourth edition of the first printing, the Ministry of Education and Culture , Depok , 2013 , p. 1 

[4] Ibid . p. 12 .

[5]  Ibid. p. 13

[6] Article 1 paragraph 1 manpower and transmigration minister Regulations No. 7 of 2013 About Minimum Wage

[7] Article 4 manpower and transmigration minister Regulations No. 7 of 2013 About Minimum Wage

[8] Association of Regulatory Affairs Directorate general of  Industrial Dispute of Wage and Social Security, 2014.

[9] http://www.kapukonline.com/2012/02/kebutuhandasarmanusiaabrahammaslow.html. Sunday, 14/09/2014. 16:22 hrs.

[10] Training Prajabatan group 3 , Build Team research agreement , Op.cit . p. 26.

[11] Recommendation Group 1 Discussion of Consolidated group Forum of National Wage Council conducted on September 7-9 at the Grand Sahid Jaya Jakarta.

[12]Recommendations Group 2 in the Discussion of Consolidated group Forum of National Wage Council conducted on September 7-9 at the Grand Sahid Jaya, Jakarta .

[13]Recommendations Group 3 in the Discussion of Consolidated group Forum of National Wage Council conducted on September 7-9 at the Grand Sahid Jaya, Jakarta .

 EFFECTIVENESS OF ORGANIZATION BOARD WAGE DETERMINATION IN THE MINIMUM WAGE

Ikomatussuniah, SH., MH

Lecturer Faculty of  Law

Sultan Agung University Tirtayasa

Email: ikomatussuniah80@yahoo.co.id

                                                      

Abstract

Wage compensation granted the employer to the employee for the performance of work done according to the agreement. Regional wage boards  is an organization supporting the government to formulate a policy of wage determination. Wage Board is a team consisting of elements of the organization of workers, employers, government and experts from university. How far the team's effectiveness in formulating wage policy to be set by the head of the study area should be reviewed restaurants. Writing this paper made by normative empirical methods, through the study of literature and the data and observations of the author as a participant in the consolidation of the National Wage Council in Grand Sahid,  Jakarta. Solidity team contained in the Board remuneration society together has implications for social justice wage Recommendations to the head of the region.

Keywords: Wages, Regional Wage Board team collaboration, social justice.

I. PRELIMINARY

   A. Background

         Employment is a transitional word of labor. Since the enactment of labor laws rules in the Act No. 13 of 2003, hence the term labor in accordance with Law No. 2 of 1974 on labor, turned into labor. Under article 1 paragraph 1 of the Employment Act, the definition of employment is all matters relating to labor at the time before, during and after the period of employment. About wages, is included into the category of employment arrangements before, during and after the period of employment. Before the period of employment, wages agreed in the employment agreement between employers and workers. During the period of employment, wages and the performance given in accordance employment agreement that has been agreed by both parties that employers and workers. After years of service, termination of employment may give rise to rights and obligations between workers and employers in the form of severance pay, gratuity and compensation. Under article 1 paragraph 30 Labor Law:

       The right of workers / laborers received and expressed in terms of money as a reward from the employer or the employer to workers / laborers are set and paid by an employment agreement, agreement or legislation, including allowances for workers / laborers and their families for a job and / or services that have been or will be performed.

       Employment issues, particularly the minimum wage is an issue that is crucial for Indonesia to become more competitive. Fixing the minimum wage will increase national competitiveness by reason of:[1]

a.       Relatively labor intensive companies, fluctuations and uncertainty for employers pay very influential in the certainty of doing business.

b.      Competitive wages, if the government helped compensate for some of the needs of workers (such as health and transport), will cause the price of competitive goods also thereby increasing sales and economic growth significantly.

c.       The minimum wage does not rational businessman would make it difficult to recruit new employees, thus supporting employment reduce unemployment.

       Wages, wage system and social justice is an issue that the author wants to put forward. Problems always occur every year when wages will be set by the government. Demos rolling the labor issues of employment one about wages and dynamics can certainly occur each year. Closing highways, anarchism, sweeping factories and mobilization of workers in large numbers certainly occur at the end of the year in which per November 1 each year based on Manpower ministry agreement No. 7 Year 2013 About Minimum Wage, the governor of each region to set and announce the Provincial Minimum Wage, then no later than November 21st, Minimum Wage Regency / City is determined and announced by the respective Governors.

       The problems that ensued in the field is when the laws that have been defined in a legal regulation turns on the field was not running as it should, for example, revealed in data provided by the Director General of Industrial Dispute of Manpower Ministry, he is Mr. R. Irianto Simbolon, SE., MM, in his presentation on activities Consolidation Forum of National Wage Council in Jakarta on September 7 to 9, 2014, stating Implementation of Presidential Instruction No. 9 Year 2013 About Minimum Wage determination in the framework of Business Continuity and Workers Welfare Improvement the Provincial Minimum Wage known that determination is not carried out simultaneously, and there is also the province that do not set the Provincial Minimum Wage.[2] As guardian of the determination of wages and wage policy, the Board of wages is a representation of the elements of workers' organizations, employers, government and academic experts, who regularly work together to achieve the goal Determination fair wages.[3]

    B. Problem Formulation

       Based on the explanation above, the core issues in this paper are:

1.      Efforts to increase the capacity of the Regional Wage Board team collaboration.

2.      Efforts to improve team collaboration Regional Wage Board thus also increasing the performance and effectiveness.

3.      How to optimize the implementation of the Regional Wage Board task in building teamwork.

     C. Purpose

1.      To know the efforts to increase the capacity of teamwork in the Regional Wage Council.

2.      To know and understand the effort to improve team collaboration Regional Wage Board thus also increasing the performance and effectiveness.

3.      To know and understand how to optimize the implementation of the Regional Wage Board task in building teamwork

II. EFFECTIVENESS OF ORGANIZATION BOARD WAGE DETERMINATION IN THE MINIMUM WAGE

    A. Wage Council

         Wages and wage system is one of the discussion in Act No. 13 of 2003 On Labor (Labor Law). Remuneration arrangements in Labor Law contained in chapter 88-98. In Article 98 specifically outlined on the Wages Council was formed to provide advice, judgment, and formulate a wage policy which will be determined by the government as well as for the development of the national wage system. Wage Council is a non structural tripartite. The councils consist of representatives from governments, employers' organizations, organizations of trade unions / labor unions, universities and experts. The national councils appointed and dismissed by the President, while the Provincial Wage Council, District / Municipal appointed and dismissed by the Governor / Regent / Mayor. More on Wages Council stipulated in the Decree of the President of the Republic of Indonesia Number 107 of 2004 About the Wage Council.

       The Wages Council of Provincial, District / City is a productive group that functions effectively and efficiently. In this group the number of people gathered oriented common goals of superior quality, compact and shaded by the values ​​of a clear and binding behavior. All members have the competence and integrity of the quality of a more or less balanced. The spirit of learning among group members is very high in order to achieve success and excellence together. The group is no longer just work together but to the extent of cooperation.[4] In the remuneration of the Board members behave as a team Provincial Wage Council, District / City is a group formed by the Department of Manpower and Transmigration Areas under the auspices ministry of manpower and transmigration who is directly responsible to the governor, regent / mayor, for implementing tasks that have been mandated in legislation, as well as membership is mandated within 3 years. And can only be extended for the first time next period. Ideally, a group including the Regional Wage Board directs the group to a higher level by building a team which, among others, has the following characteristics:[5]

a.    It consists of a number of skilled people, the same goals, encourage and empower each other.

b.   Sharing information to build a level of trust and high responsibility.

c.    Using clear boundaries to create the freedom and the responsibility to complete the task productively.

d.   Effectively uses time and talent as well as leadership group members distributed.

e.    Controlling themselves well in group decision making that contribute to the exceptional performance for members, groups and organizations.

     Regional Wage Council tasked to provide advice, judgment, and formulate a wage policy which will be determined by the government, as well as for the development of the wage system. The definition of wages under article 1 (a) of Government Regulation No. 08 of 1981 on the Protection of Wages are:

A reception in return from the employer to the worker for a job or services that have been or done, expressed or assessed in money terms are set according to an agreement, or legislation, and is paid on the basis of a labor agreement between the employer and the workers, including benefits both for the workers and their families.

     Regulation wages are minimum wage, the minimum wage is the lowest monthly wage consists of basic salary including fixed allowances set by the governor as a safety net.[6]  Minimum wages consists of the Minimum Wages, Minimum Wage Provincial or District / Municipal and Provincial Sectoral Minimum Wage or Sectoral Minimum Wage Regency / City. Minimum Wage Fixing based on the Living Needs by taking into account productivity and economic growth. Minimum wage is directed at achieving the Living Needs. The Living Needs is a comparison of the magnitude of the achievement of Minimum Wages on the value of the Living Needs in the same period. For the achievement of the governor set the stage of the Living Needs achievement in the form of a roadmap for the achievement of the Living Needs Specific Intensive Industries Company and for other companies considering the condition of the ability of the business world. Roadmap to achieving the Living Needs prepared with the following steps:[7]

a. Determine the attainment of a minimum wage equal to the Living Needs;

b. Predicting the Living Needs value until the end of the achievement;

c. Predicting the minimum wage each year;

d. Establishes the percentage achievement by comparing predictions the Living Needs minimum wage with the Living Needs prediction value every year.

    B. Minimum Wages Data

     Some of the data that can be analyzed for wage system that social justice can be seen in the data provided by the Director General of  Industrial Dispute and Social Security:

1.   Minimum Wage Provincial determined and announced by the respective governors simultaneously every November 1 in each year, but based on the exposure data from the Directorate General of Industrial Dispute and Social Security, note, that:

a)   2014 Minimum Wage Provincial, provinces set simultaneously in a timely 1st November 2013, namely NAD, North Sumatra, Riau, Riau, South Sumatra, Jakarta, Sulawesi, Central Sulawesi and West Papua.

b)   Minimum Wage Provincial , provinces set in 2014 before 1st November 2013, namely West Sumatra, Jambi, Babel, Bengkulu, Banten, NTB, NTT, West Kalimantan, South Kalimantan, Central Kalimantan, East Kalimantan, Gorontalo, North Sulawesi, Southeast Sulawesi, Maluku, Papua.

c)   Minimum Wage Provincial,  provinces set in 2014 after 1st November 2013, namely Lampung, Bali, North Maluku, West Sulawesi.

d)  Setting the province not only set the Minimum Wage Provincial in 2014 namely West Java, East Java, Central Java and Yogyakarta.

2.   At the provincial minimum wage labor intensive industries, which are mandated in Presidential Instruction No. 9 in 2013 and Labor Minister Instruction No. 7 of  2013: "Determination of Minimum Wage Policy in the Context of Business Continuity and Improvement Workers Welfare", only the NTT Province are set at Rp. 1,125,000.

3.   Top Minimum Wage Provincial Jakarta is Rp. 2.441 million, and the highest percentage increase in Minimum Wage Provincial 2014 Bali Province with 30.62% rise.

4.   The lowest Minimum Wage Provincial is NTT Rp. 1,150,000, and the lowest percentage increase in 2104 Minimum Wage Provincial is Kaltim by 7.66%.

5.   There are 16 provinces that establish greater Minimum Wage Provincial equal to the Living Needs, namely: NAD, North Sumatra, West Sumatra, Riau, Riau, Jambi, Bengkulu, Lampung, Banten, Bali, Jakarta, South Kalimantan, East Kalimantan, North Sulawesi, South Sulawesi, Papua. In 2013 there were 11 provinces greater Minimum Wage Provincial equal to the Living Needs thus in 2014 increased 5 provinces.

6.   There are four provinces set Minimum Wage Provincial  90 to 99% of Living Needs, namely: South Sumatra, Babel, Southeast Sulawesi, Central Sulawesi.

7.   There are six provinces set Minimum Wage Provincial 80 to 89%of Living Needs, namely: NTB, West Kalimantan, Central Kalimantan, Gorontalo, North Maluku, West Papua.

8.   There are three provinces set Minimum Wage Provincial <80% of Living Needs, namely: NTT, West Sulawesi and Maluku.

When observed from the data presented above, it appears that the state wage and the wage system is not equitable and equal wage systems in force has not happened because there are many issues related to regional wage boards in charge, namely:

a.    Wage Council Provincial / District / Municipal ordinances not yet fully understand the survey and determination value of Living Needs appropriate legislation, so that wage setting mechanism is not in accordance with the provisions.

b.   Not optimal coordination of the National Wage Council, Wages Council Wage Council Provincial and district / city.

c.    Yet the formation of the technical guidelines on the Roadmap to achieving the Living Needs (Road Map), as mandated in Labor Minister Instruction Number 7 of 2013.

d.   Lack of budget support for the implementation of the tasks Wage Council.

   C. Wages Social Justice

       Wage system of social justice cannot be separated from the role of all parties. In the labor parties related to each other are workers, employers and government. Workers, employers and governments are a team that must work together in formulating recommendations wage determination which will be submitted to the Governor for enactment.

       Employment is a field, this includes of law, economics, statistics and other scientific scope. If viewed from the field of law based regulation, in fact the government has given clear rules in building a socially just system of remuneration. Some wage regulations issued by the government to create a socially just wage system is:[8]

a.       1945 Article 27 paragraph (2).

b.      Law No. 13 of 2003 on Manpower.

c.       Indonesian Government Regulation No. 8 of 1981 on the Protection of Wages.

d.      Indonesian Government Regulation No. 72 Year 2001 on Income Tax on Income Received by Workers to Amounting Provincial Minimum Wage Minimum Wage Or Regency / City.

e.       Decree of the President of the Republic of Indonesia Number 107 of 2004 on Wage Council.

f.       Instruction President of the Republic of Indonesia Number 9 Year 2013 on Establishment of Minimum Wage Policy in the Context of Business Continuity and Improvement Workers Welfare.

g.      Minister of Manpower and Transmigration Republic of Indonesia No. KEP-231 / Men / 2003 on Procedures for the Implementation of Minimum Wage Suspension.

h.      Minister of Manpower and Transmigration Republic of Indonesia Number Kep-49 / Men / 2004 on Provisions Wage Scale Structure.

i.        Minister of Manpower and Transmigration Republic of Indonesia No. KEP-102 / Men / VI / 2004 on Overtime and Overtime Wages.

j.        Regulation of the Minister of Manpower and Transmigration Republic of Indonesia No. Per-04 / Men / VI / 1994 on religious holiday allowance for Workers in the Company.

k.      Regulation of the Minister of Manpower and Transmigration Republic of Indonesia No. Per-02 / Men / VI / 1999 on Wage Distribution Service by Business Hotels Restaurants Tourism Business and Other.

l.        Regulation of the Minister of Manpower and Transmigration Republic of Indonesia No. Per-03 / Men / I / 2005 on Procedures for the Proposed Membership of the National Wage Council.

m.    Regulation of the Minister of Manpower and Transmigration Republic of Indonesia Number 13 Year 2012 on Components and Implementation Phases Achievement Living Needs.

n.      Guidelines for Survey and Data Processing Living Needs.

o.      Regulation of the Minister of Industry of the Republic of Indonesia Number 51 / M-IND / PER / 10/2013.

p.      Circular of the Minister of Labour of the Republic of Indonesia Number SE-01 / Men / 1982 about the Directive Implementation of Government Regulation No. 8 of 1981.

q.      Circular of the Minister of Labour of the Republic of Indonesia Number SE-07 / Men / 1990 About Grouping Components Wages and Income Non wage.

r.        Circular of the Minister of Labour of the Republic of Indonesia Number SE-05 / Men / BW / 1998 on wages sent home Not Work Toward Termination.

s.       Chairman of the National Wage Council Decision No. 01 / National Wage Council / XII / 2006 on Working Procedure of the National Wage Council.

     Legal arrangements by the government, although not perfect, at least the government's efforts in making concrete and construct a wage regulation for the creation of employment systems are ideal for the realization of social justice. Social justice  talking about the welfare of all people in an independent state. Social justice is  not just talking in the context of enforcement of legislation, but talk broadly about the rights of citizens in a country. Social justice is a condition where the country's wealth is distributed fairly and equitably to all people. In social justice every person is entitled to receive "basic human needs". According to Abraham Maslow's basic human needs are the elements needed by humans in maintaining the balance of physiology and psychology.[9] Getting a job and a decent income for humanity is the element needed by the human physiology to maintain balance. Income earned by good wages will ideally improve their living and working lives. But it turns out the wage increase does not automatically raise the standard of living and purchasing power of workers. This occurs if the inflation rate is not controlled. What's the point wages rise, if inflation rises lead to a whole needs going up. And conversely, if inflation can be controlled, minimal inflation below this level, then the wage increase will have a significant impact on the level of purchasing power and welfare of workers. Social justice against the wage system did not just rely on the calculation of wages are normative, but the central government's macro-economic policy can affect the effectiveness of the value of wage increases. The macro policy,  for example the government's decision to raise the electricity tariff, fuel hike and legal uncertainty. This all can lead to uncontrolled inflation rate, and no matter how high the wage is raised, if inflation is higher than the value of the Living Needs, then it was all in vain, in the sense of permanent workers cannot live a decent and employers are increasingly stressed due to rising production costs and labor costs , If this is allowed, then the investor will eventually bankrupt and revoke investment. Of course this is all going to create new problems.

   D. Stages of Development and Regional Wage Board Activities

       Regional wage boards are in the productive phase,[10] the Wages Council has established norms of interaction, interaction group  with the team, with the level of tolerance, trust and stronger cooperation. A key pillar in industrial relations is wages. At the micro level in the company, wage issues have strategic influence in maintaining and improving the productivity of workers and enterprises and the welfare of workers / laborers. Therefore, wages need to be managed through good management as an integral part in the company, so effective in minimizing the problem of minimum wage fixing. To strengthen the system of remuneration in setting wages with social justice which recommended Wage Council, it is necessary to analyze the following:

1.      Establish Communication System Wage Council[11]

     In order duties and functions of the Provincial Wage Council and District / City are include: Providing advice and consideration in the establishment of a minimum wage; Provide advice and application of the wage system at the provincial or district / city and Preparing materials for the formulation of national wage system development, are still encountered obstacles or problems.

a. Wages Council issues include:

1)      Not yet fully understood by the Provincial Wage Council or District / City about how to survey and determination value The Living Needs corresponding legislation in force, so that the minimum wage setting mechanism is not in accordance with provisions.

2)      Not optimal coordination and synergy between the National Wage Council, Provincial and Regency / City.

3)      Limited submission of recommendations related to the development and application of the wage system.

4)      Lack of budget support for the implementation of the tasks Wage Council.

5)      The governor has not fully considering the recommendation of the Remuneration Council in setting the Minimum wage of province.

b. Efforts Taken

       In order to streamline tasks, especially related to the implementation of the Wage Board remuneration and the national wage system needs to be:

1)      Build networks and communication systems between the National Wage Council, Provincial Wage Council and Remuneration Council District / City of networked communication via website Wage Council.

2)      Carry out studies of remuneration in accordance with the characteristics of each area. Governor / Regent / Mayor and relevant agencies to encourage all companies to apply the structure and scale of wages by making circular.

3)      Allocate budget Wage Council on the budget.

4)      To disseminate the laws and regulations on labor remuneration in general and especially among local government officials.

c. Steps In Building Systems Networking / Communications Wage Council:

1)  Increasing the capacity of Provincial Wage Council members and District / City via:

a)      Training, workshops and technical guidance and the Regional Centre organized through deconcentration funds.

b)      Assistance by the National Wages Council on Regional Wage Board and district / city budgeted by the state budget.

2) Strengthening consultation and coordination to synergize the Wage Council:

a)      Consolidation Forum Wages Council regional level and national level.

b)      Forum Consolidation of the National Wage Council levels.

c)      Strengthening coordination and communication between the National Wage Council, Provincial and Regency / City.

d)     Briefing members of the Board of Provincial Wage and Wage Council District / City.

3) Making technical guidelines (guidelines) and implementation guidelines (guidelines) procedures for the implementation of the tasks and functions of the Remuneration Council.

2. Implementation Instruments The Fair Wages[12]

      In order to realize the application of equitable remuneration and competitiveness, there are 3 (three) instruments that can be done for the stakeholders (stakeholders) include:

a.       Framework application structure and scale of wages in the company.

b.      Studies wage increase more competitive and equitable.

c.       Strategy periodic review of wages.

The explanation in brief we submit the following:

1.       Implementation Framework Structure And The Wage Scale Company

a.       Basis of remuneration are: Balance; Equality; Continuity.

b.      Type the structure and scale of wages in the enterprise: Structure and modest wage scale; The structure and scale of wages advance.

c.       Basic modest wage scale include: Years of service; Person (attitude); Position (positions); Performance (performance).

d.      Efforts made to popularize the structure and scale of wages include: Guidance by the Agency in the field of employment; Training and development; Instituted in industrial relations means such as: Standard operating procedure; Bipartite forum; A tripartite body; Company regulations; Collective labor agreement. Law enforcement (reward and punishment).

2.  Basics Study of Improved Wages a More Competitive and Fair

a.       There must be an effort to realize a competitive wage and justice through not solely on a review of basic salary, but it can be pursued through bonuses, incentives and other benefits.

b.      For foreign investors into Indonesia, payroll is not only based on the minimum wage, but it must be more than minimum wage.

c.       Standards and professional certification.

3.  Periodic review of strategies Wages

a.   A review of the structure and scale of wages periodically conducted by business groups to consider: Productivity; periodization of the review; the competitiveness of companies in the business groups concerned; salary survey.

b. Making a means of industrial relations.

3. Government Policy in Macro Economy Improvement[13]

       Based on the presentation and briefing the Minister of Manpower and Transmigration, it is understood some subjects, namely:

1. Highlights

 The increase in minimum wage does not automatically increase the purchasing power of workers. It is caused by uncontrolled inflation, The absence of standardized survey mechanism of Living Needs, calculation methods regression and projections in the current year has not been uniform and the absence of an exhaustive review of the Living Needs components.

          Therefore it is recommended that: Teams need to streamline the control of inflation, Mechanisms need to be implemented standardized survey of Living Needs, necessary to unify the method of calculation of regression and projection of Living Needs in the current year, and necessary to study in depth the addition of Living Needs components.

2. Highlights

       With the entry into force of the ASEAN Economic Community in 2015, the need for more intense cooperation between the government, employers and workers to improve the competitiveness of human resources, through: Improving the competence of workers / laborers who facilitated local government and the business world (company);  Increased competence involving training institutions; Their professional certification.

3. Highlights

 The role of local government related to the protection of wages: Setting wages and suspension in accordance with the provisions of,  Increase the number and improve the capacity of personnel in the field of supervision and dispute resolution, Wage Council strengthens the region through the increased budget allocation and affirmation of tasks and functions of regional wage board members, In order for wage policy gradually disseminated throughout the province and district / city, Preparation of the Roadmap to the achievement of the Living Needs.

III. CONCLUSIONS AND SUGGESTIONS

       Wage Council is a non-structural organization entrusted by legislation to provide advice, judgment, and formulate a wage policy which will be determined by the government, as well as for the development of the wage system. Regional Wage Council implementing its duty to provide policy recommendations to the heads of regional wage system. Regional Wage Council is a kind of productive groups, because it is in this group of people are gathered a number of similarities oriented wage policy objectives, namely the establishment of social justice, compact and shaded by the value of a clear and binding behavior contained and arranged in order. To be able to keep the conduciveness and ensure the implementation of a wage that has been agreed in the employment agreement, the government as a holder of public policy based on Wages Council intervene in drafting and enforcing an ideal wage system so that social justice for all Indonesian people in the five precepts of The Indonesian Ideology, Which is Pancasila,  can be accomplished well. Social justice created in the wage system to encourage the creation of a welfare state.

       To increase the effectiveness of the task Wages Council as a group / team in order to establish a system of good and fair wage needs be done:

1.      Increasing the capacity of members of the Provincial Wage Council, District / City through training, workshops or integrated technical guidance and mentoring by the National Wages Council.

2.      Strengthening consultation and coordination fatherly synergies through consolidation forum Wages Council Wage Council regional level, forum Wages Council consolidated the national level and strengthening the coordination of communications between the National Wage Council, Provincial and Regency / City.

3.      Optimizing the execution of tasks Wage Council to undertake the following strategies:

a. Build communication systems or networks Wage Council, for example, by conducting meetings between the National Wage Council, Provincial and District / City.

b. Conducting a study according to the characteristics of each region.

c. National Wage Council, Provincial Wage Council, Wage Council District / City makes research paper on the impact of minimum wage on employment growth.

d. Regional Wage Board budget allocation in the budget needs to be increased.

       Regional Wage Council as an organization are appropriately in deciding a policy based on an agreement between the members of the group which is describing a teamwork, so aim to be able to spawn a system of remuneration policy recommendations forwarded to the head of the region, can make a positive contribution to all elements of society, The workers, employers and the government itself is of course image. Work productivity to be increased by promoting teamwork, in order to function in the form of Regional Wage Council be effective.

LIST OF REFERENCE

Anton J Supit (2014), Application Papers “The Fair Wage System (Perspective Employers' Association)”, presented at the Forum Consolidation of National Wage Council at Grand Sahid Jaya, Jakarta.

Esping-Andersen (2006) Darmawan Triwibowo dan Sugeng Bahagijo,  Mimpi Negara Kesejahteraan, Jakarta, LP3ES.

Juniarso Ridwan & Achmad Sodik Sudrajat , (2010), Hukum Administrasi Negara dan Kebijakan Publik, Bandung, Nuansa.

R.Irianto Simbolon, (2014), paper "Building Communication System Wage Council (National, Provincial and District / City)", presented at the Forum Consolidation of National Wage Council at Grand Sahid Jaya, Jakarta.

The Ministry of Education and Culture (2013), Dictates Training Prajabatan group 3, Building Teamwork, the fourth edition of the first printing, the Ministry of Education and Culture, Central Jakarta.

Association of Regulatory Affairs Directorate general of Industrial Dispute Wage and Social Security,(2014), Ministry of Manpower of Republic Indonesia.

Law  Decree of The Republic of Indonesia Number 13 of 2003 on Manpower.

Instruction President of the Republic of Indonesia Number 9 of 2013 On Establishment of Minimum Wage Policy in the Context of Business Continuity And Improvement Workers Welfare.

Decree of the President of the Republic of Indonesia Number 107 of 2004 on Wage Council.

Labor Minister Instruction No. 7 of  2013 on Minimum Wage.

Recommendation Group 1, 2 and 3 in the Discussion of Consolidated group Forum of National Wage Council conducted on September 7-9 at the Grand Sahid Jaya Jakarta.

http://www.kapukonline.com/2012/02/kebutuhandasarmanusiaabrahammaslow.html. Sunday, 14/09/2014. 16:22 PM.

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[1] Anton J Supit as vice chairman of the national wage employers element , Papers " The Fair Wage System Implementation ( Perspective Employers' Association ) " , presented at the Forum Consolidation of National Wage Council at Grand Sahid Jaya , Jakarta , on September 8 , 2014.

[2] R.Irianto Simbolon , paper "Building Communication System Wage Council (National , Provincial and District / City ) " , presented at the Forum Consolidation of National Wage Council at Grand Sahid Jaya , Jakarta , on September 7 , 2014.

[3] Training Prajabatan group 3 , Build Team research agreement , the fourth edition of the first printing, the Ministry of Education and Culture , Depok , 2013 , p. 1 

[4] Ibid . p. 12 .

[5]  Ibid. p. 13

[6] Article 1 paragraph 1 manpower and transmigration minister Regulations No. 7 of 2013 About Minimum Wage

[7] Article 4 manpower and transmigration minister Regulations No. 7 of 2013 About Minimum Wage

[8] Association of Regulatory Affairs Directorate general of  Industrial Dispute of Wage and Social Security, 2014.

[9] http://www.kapukonline.com/2012/02/kebutuhandasarmanusiaabrahammaslow.html. Sunday, 14/09/2014. 16:22 hrs.

[10] Training Prajabatan group 3 , Build Team research agreement , Op.cit . p. 26.

[11] Recommendation Group 1 Discussion of Consolidated group Forum of National Wage Council conducted on September 7-9 at the Grand Sahid Jaya Jakarta.

[12]Recommendations Group 2 in the Discussion of Consolidated group Forum of National Wage Council conducted on September 7-9 at the Grand Sahid Jaya, Jakarta .

[13]Recommendations Group 3 in the Discussion of Consolidated group Forum of National Wage Council conducted on September 7-9 at the Grand Sahid Jaya, Jakarta .