guarantee of worker rights during the covid 19 pandemic

Volume3SpecialIssue April2021JALREV(3)SpecialIssue2021 ISSNPrint:2654-9266HumanRights,ConstitutionalRights,Democracy ISSNOnline:2656-0461

77 http://ejurnal.ung.ac.id/index.php/jalrev/JALREV3SpecialIssue2021

GuaranteeOfWorkerRightsDuringTheCovid19Pandemic

RosaliaDikaAgustanti1

YulianaYuliW2Satino3

1FacultyofLaw,UniversitasPembangunanNasionalVeteranJakarta,Indonesia.E-mail:[email protected],UniversitasPembangunanNasionalVeteranJakarta,Indonesia.E-mail:[email protected]

3FacultyofLaw,UniversitasPembangunanNasionalVeteranJakarta,Indonesia.E-mail:[email protected]

©2021–Agustanti,R.D.,et.al.UnderthelicenseCCBY-SA4.0

ArticleInfo

Abstract

Keywords:WorkerRights;Labor:COVID-19;Companies.Howtocite(APACitationStyle):Agustanti,R.D,etal.(2020).“GuaranteeofWorkerRightsDuringTheCovid19Pandemic”.JamburaLawReview.JALREV3SpecialIssue:77-95

This research discusses the rights of workers / laborers during theCOVID-19pandemicandwhatiftheemployersdonotmeettheserights.Problemwhich ismore in-depth about the employment that emergedduring this pandemic, namely the occurrence of massive layoffs. Theresearch was conducted using the Normative Juridical method. Byapplying the Statute Approach, Conceptual Approach, and CaseApproach,theresultsshowthatemployershavenotbeenabletofulfillworkers / labor rights during the COVID-19 pandemic. There arecompanies that have not implemented the clean lifestyle andoccupational health standards K3 protection such as masks, handsanitizerandpersonalprotective equipment.Preventionandhandlingpolicies are still not optimal, the principle of maintaining socialdistancing has not been implemented optimally, there are still manyworkers who are jostling for work when they come to work, not tomentionduringthetriptoworkinpublictransportation.Thissituationmakes them vulnerable to infection. However, they still have to go toworkbecauseoftheriskoflosingtheirincome.EffortsthatcanbemadeifwagesarenotpaidaretotaketherouteormethodsasregulatedinLawNumber 2 of 2004 concerning Settlement of Industrial RelationsDisputes. The basis of a dispute between a worker/ laborer and anentrepreneurisadisputeoverrights.


1.IntroductionCoronavirus Disease 2019 (COVID-19) was discovered at the end of 2019 to be

precise in December in Wuhan City, Huebei Province, China and then spread to

almostallovertheworld.Covid-19iscausedbyanewtypeofbetacoronaviruswhich

tends to resemble SARS-CoV and MERS-CoV.4 Amnesty International IndonesiatogetherwiththeCenterforLaborStudiesandAdvocacy,TradeUnionsRightsCenter

(TURC),urgethegovernmenttoensureprotectionofthesecurity,safetyandwelfare

of workers from all sectors, especially vulnerable groups and informal workers,

during the response to theCOVID-19 corona virus outbreak. Slowlybut surely, the

company's production chain activitieswill stop, people's incomewill decrease and

evendisappearandnationalconsumptionwillbedisrupted.After knowing in general about COVID-19, the problems aremore in-depth about

labor issues that arise during this pandemic, namely workers who change their

routine activities to work from home or currently known as Work From Home

(hereinafter referred toasWFH).WFHcannotnecessarilybe implemented, suchas

by manufacturing workers, outsourcing, apprentices and casual daily laborers,

becausetheyarepaidaccordingtothetargetunityieldorarrival.5Theconditionof

WFHinthemidstofthecoronaoutbreakcanberelatedtotheprovisionsof"Article

86ParagraphletteraofLawNumber13of2013concerningManpowerwhereevery

worker / laborer has the right to obtain protection for occupational safety and

health."Thesaddestimpactduetothispandemicisthemassivelayoffs(hereinafter

referredtoas layoffs)thathaveoccurredinalmostallcountriesaffectedbyCOVID-

19.

Forthisreason,therearespecialrulesregardingworkerswhoaredismissed,which

are regulated in the Minister of Manpower Circular No: SE-05/M/BW/1998

4Yelvi.L,Aldo.DP,&SiskaW.(2021)."CoronavirusDisease2019(COVID-19):Patogenesis,ManifestasiKlinis Dan Pilihan Terapi". Jurnal Kedokteran Dan Kesehatan, 17 (1): 44–57. doi:https://doi.org/10.24853/jkk.17.1.44-57.5Bernadetha.(ed.June3,2020)."KetentuanPelaksanaanWorkFromHomeDiTengahWabahCOVID-19".Retrievedfromhukumonline.com.accessedJuly14,2021.


concerningWagesforWorkerswhoaresenthomenotinthedirectionoftermination

ofemployment,inwhichthecircularregulates:

a. Employers continue to paywages in full, namely in the formof basicwages

and fixed allowances as long as workers are dismissed, unless otherwise

stipulated in the Work Agreement, Company Regulations or Collective

BargainingAgreement;b. If the employer will not pay the workers 'wages in full, it is necessary to

negotiate with the workers' union and / or workers about the amount of

wagesduringthetimetheyaresenthome.

Workers/laborerswhohavebeendismissedduetoapublichealthemergencydueto

theCOVID-19viruspandemicarestillentitledtofullwagesorwagedeductionsif it

hasbeenagreedbythecompanyandworkers.OnMarch17,2020,aCircularofthe

MinisterofManpowerNumberM/3/HK.04/III/2020of2020concerningProtection

of Workers/ Laborers and Business Continuity in the Context of Prevention and

OvercomingCOVID-19(hereinafterreferredtoasSEMenaker3of2020).SEMenaker

3/2020wasissuedinconnectionwiththeincreasingspreadofCOVID-19inseveral

regionsofIndonesiaandtookintoaccounttheofficialstatementoftheWorldHealth

Organization (hereinafter referred to as WHO) which declared COVID-19 a global

pandemic.OneofthethingsregulatedinSEistheimplementationof:

a. Menaker3/2020Forworkers/laborerswhoarecategorizedasPeopleUnder

Monitoring (ODP) for COVID-19 based on a doctor's statement so that they

cannot come towork for amaximumof14daysor according toMinistryof

Healthstandards,thenwagesarepaidinfull;b. Forworkers/ laborerswho are categorized as suspected cases of COVID-19

andquarantined/ isolatedaccordingtoadoctor'sstatement, theirwagesare

paidinfullduringthequarantine/isolationperiod;c. Forworkers/laborerswhodonotcometoworkduetobeingsickwithCOVID-

19 and proven by a doctor's statement, their wages are paid according to

statutoryregulations;d. For companies that limit their business activities as a result of government

policiesintheirrespectiveregionsforthepreventionandcontrolofCOVID-19,


causingsomeoralloftheirworkers/laborersnottocometowork,takinginto

accountbusinesscontinuity,changesintheamountandmethodofpaymentof

workers/laborers'wagesaremade.accordingtotheagreementbetweenthe

entrepreneurandtheworker/laborer.

Therapiddevelopmentofsocietyinmoderntimesduetothedevelopmentofscience

andtechnology(scienceandtechnology),needstobefollowedbypoliciesinthefield

of law as a means to discipline and protect society in achieving its welfare. G.P.

Hoefnagels states that criminal policy is part of a broader policy of social policy.6

Thus, criminal policy is a sub-system of law enforcement system and the law

enforcementsystemitselfispartofsocialpolicy.Criminallawpolicyfocusesmoreon

efforts to reform the law, especially material criminal law. So by considering the

continuityofthebusiness,changesintheamountandmethodofpaymentofworkers'

wagesarecarriedout inaccordancewith theagreementbetween theentrepreneur

andtheworker.7

Criminallawpolicyisessentiallyanefforttorealizecriminallawsandregulationsto

suit the circumstances at a certain time (ius constitutum) and in the future (ius

constituendum).The logical consequence is that criminal lawpolicy is synonymous

with"reformingcriminal law legislation",butactually thedefinitionofcriminal law

policy is in a narrow sense. It can be explained that, criminal law as a system law

which consists of culture (culture), structure (structural), and substance

(substantive) law. Because the law is part of the legal substance, the renewal of

criminallaw,inadditiontoupdatingthelegislation,alsoincludestherenewalofbasic

ideasandknowledgeofcriminallaw.8

6 H.DeyRavena,Kristian.(2017).CriminalPolicy.Jakarta:PrenadaMediaGroup.p.2-3.7 SuratEdaranMenteriKetenagakerjaanNomor M/3/HK.04/III/2020 TAHUN 2020tentangPelindunganPekerja/BuruhDanKelangsunganUsahaDalamRangkaPencegahanDanPenanggulanganCOVID-19. 8 Lilik, Mulyadi. (2008). Bunga Rapai Hukum Pidana Perspektif Teoritis Dan Praktik. Bandung: PTAlumni.p.390.


2.ProblemStatement

Basedonthedescriptioninthebackground,theresearcherwantstodiscusssomeof

the problems that arise due to the COVID-19 pandemic, including whether the

companyhasfulfilledtheworkersrightsduringtheCOVID-19pandemicandwhatif

manycompaniesdonotfulfilltheworkers'rightsintheCOVID-19pandemic.

3.Method/Approach

Toanswerlegalproblemsinthisstudy,alegalresearchwasconducted..Theresearch

methodusedinthisresearchisnormativejuridicalresearchmethod.9Theapproach

used is the Statute Approach, Conceptual Approach, and Case Approach. To obtain

researchresultsthatcanbeaccountedforscientifically,theauthorsusethetheoryof

legalprotectionandthetheoryofcriminalliability.

Theresearchbeginsbyfirstassessingandanalyzingwhat ismeantbyCOVID-19so

thatWHOcallsitapandemic.Furthermore,ananalysisiscarriedoutonwhetheror

nottheworkers'rightsarefulfilledbythecompany.Thenthisresearchiscontinued

byanalyzingtheformofcorporateresponsibilitythatdoesnotprovidetherightsof

workers as referred to by law and several related regulations. In analyzing the

problem,theresearcherusedacaseapproach,relatedtothesizeofthecompanythat

hadfulfilledtherightsofworkersduringtheCOVID-19pandemiccomparedtothose

thathadnotfulfilledit,thenanalyzeditwithastatutoryapproachandstrengthened

bytheexistenceofaconceptualapproachwhichincludeddoctrine.fromseverallegal

experts.

4.ResultsandDiscussion

Asa ruleof law, Indonesiaguarantees respect,protectionand fulfillmentofhuman

rights (HAM). The state has an obligation (duty bearer) in ensuringwelfare for the

survivalofeverycitizenof itscountry.Oneof theseobligations ismanifested inthe

formofguaranteeingtherighttoworkandadecentlivingtoeverycitizen,whichis

9Peter,MahmudMarzuki.(2013).PenelitianHukum.EdisiRevisi.Jakarta:KencanaPrenadaMedia.p.83.


also a right inherent in every individual in society.10 This provision has been

regulatedinthe1945ConstitutionoftheRepublicofIndonesia(hereinafterreferred

toasUUDNRI1945),LawNumber39of1999concerningHumanRights(hereinafter

referred to as the Human Rights Law), Law Number 13 of 2003 concerning

Manpower (hereinafter referred to as the Manpower Act) and Law Number 11 of

2005concerningtheInternationalCovenantonEconomic,SocialandCulturalRights.

Healthisoneofthebasichumanneeds,whoserightshaverecentlybeenguaranteed

constitutionally. The ConstitutionWorld Health Organization 1948 (WHO) has also

emphasized that "obtaining the highest degree of health is a human right for

everyone" (the enjoyment of the highest attainable standard of health is one of the

fundamental rights of every human being). Article 28H paragraph (1) states, that:

"Everyonehastherighttoliveinphysicalandspiritualprosperity,tohaveaplaceto

live,andtohaveagoodandhealthylivingenvironmentandtherighttoobtainhealth

services."Theinclusionoftheseprovisionsintothe1945ConstitutionoftheRepublic

ofIndonesiaillustratesanextraordinaryparadigmshift.Healthisseennolongerjust

apersonalmatterrelatedtoluckorthegraceofGodthathasnothingtodowiththe

responsibilitiesofthestate,butratheralegalrightwhichmustbeguaranteedbythe

state.Therighttohealthisfundamentalinhumanrightsonthehumansideofhuman

dignity, theStatemustbeagoodplacewithequalityandrespectbythose inhealth

care and protection. Meanwhile, the economic right will also be for the efforts of

humandignitywhilewithoutanyabilityintheeconomicfield,peoplewillnotbeable

toliveandbesidebysidewithotherhumanbeings.Fromthisviewcan,effortstothe

right to health and the right to the economy what became unity become the

responsibilityofthestateandsocietyatthesametime.11

10LembagaBantuanHukumMakassar.(ed.April20,2020)."NegaraHarusMemastikanPerlindunganDanPemenuhanHak-HakBuruh SelamaMasa Pandemi Covid-19". Retrieved from lbhmakassar.org.accessedJuly13,2021.11 Mei, Susanto & Teguh Tresna PA. (2020). "EKONOMI VERSUS HAK ASASI MANUSIA DALAMPENANGANAN COVID-19: DIKOTOMI ATAU HARMONISASI (The Economy versus Human Rights InHandling Covid-19: Dichotomy or Harmonization)". Jurnal HAM, 11 (2): 301–317. doi.10.30641/ham.2020.11.301-317


Barriers to fulfilling the right to high health standards have occurred in various

COVID-19referralhospitalswhichhaveanumberofproblemssuchasminimalaccess

toinformation,shortagesofmedicalpersonnel,lackoffacilitiesandinfrastructureto

supporthealthservices,andtherearenospecialproceduresforpatientswhowantto

dotestsCOVID-19.12Theminimalpreparationandhandlingofthestatehasresulted

inuncontrollednumbersofthespread,transmissionandhandlingofCOVID-19inthe

community.Anumberofcasesthatendangerhealthandviolationsofhumanrights

thatresultfromnotfulfillingtherighttoinformationincludeproceduresfortheuse

ofdisinfectants,useofdrugsandsupplementsthatarenotrecommended,violations

ofprivacy todiscriminatorypractices suchas refusing toburya corpseexposed to

COVID-19.

TheglobalpandemicCOVID-19cannotandcannotbeanexcuseforeverycountryto

makepoliciesthatarerepressiveandviolatehumanrights.Instead,thisshouldbean

evaluationtore-seetheCOVID-19incidentasapublichealthissuethathasanimpact

onsocialwelfareissues.Moreover,inissuingpolicies,thestatemustthinklong-term

about the long-term impact on civil liberties in society after the pandemic is over

becausetherealthreatisthevirus,notcitizens.

IndealingwiththeCOVID-19pandemic, it isnotonlydonebythegovernment.The

role of the community to maintain distance and stay at home is a determinant of

success in ending COVID-19 in Indonesia. So that the PSBB status is expected to

reduce thenumberofpositiveCOVID-19.Theroleof thecompany in thiscase is to

enforce the WFH, namely working from home. The WFH work system has high

flexibility. This is to support employee balance between work and life. This is to

reduce the risk of corona virus transmission and the safety of workers/ laborers.

However, not all WFH workers/ laborers, even many workers/ laborers have

experienced layoffs. Because of the establishment of Presidential Decree No. 12 of

2020,theCompanyrelentedinitspositionintheWorkingRelationship,bymeansof

severancemoney,worktimemoney,andmoneyatanytimewhichrightsshouldbe.

12 Kontras. (ed. May 11, 2020). “Wabah COVID-19 Bukan Alasan Untuk Mengorbankan HAM DanDemokrasi".Retrievedfromkontras.org.accessedJuly12,2021.


In thisWorkingRelationship articlewhich article canwhichArticle 164paragraph

(3)oftheLaborLawwithefficiencyreasons.13

One of the characteristics of labor law is the existence of a source of law from the

parties, namely work agreements, collective labor agreements and company

regulations.Workagreements,collectivelaboragreementsandcompanyregulations

can also be considered as the legal basis for the working relationship between

workers/laborersandentrepreneurs.AftertheenactmentoftheManpowerAct,this

is known as industrial relations. Thus, the work relationship basically includes

mattersconcerning:

1. Makingaworkagreement(astartingpointfortheexistenceofanemploymentrelationship);

2. Worker'sobligations(i.e.doingwork);3. Obligationsofentrepreneurs;4. Terminationofemploymentrelationship;5. Howtoresolvedisputesbetweenthepartiesconcerned.

Article 1 point 14 of the Manpower Act, it states that a work agreement is an

agreement between a worker / laborer and an entrepreneur or employer that

containstheconditionsofwork,rightsandobligationsoftheparties."Itisclearthat

therelationshipbetweenworkersandcompaniesmustthenbeconsideredregarding

thethingsthataredoneinordertofulfillworkers'rightsintheCOVID-19pandemic.

Thestatemustensure thatcompaniesdonotmakepolicies thatcanharmworkers

duringtheCOVID-19Pandemic.IftheGovernmentisnotfirm,thenthissituationwill

beverydangerousforthecommunityatlarge,whichofcoursewillbedetrimentalto

the State in terms of finance to overcome the economic impact of its citizens, the

situationandthepotentialthreatofhungertosocio-politicalturmoilmayoccurifthe

companyisallowedtomakepoliciesthataredetrimentalWorkers.

Theworkers' rightsseem ignoredby the laborofficeso that the laborofficeduring

thepandemicperiodworkswithout thebasisof statutory regulations, even though

theManpowerOfficehastheauthoritytocarryoutsupervision,evenasacivilservant

investigator in the labor sector, the labor office can carry out investigative and

13 Herman., et.al. (2020). "Tinjauan Yuridis Mengenai Dampak COVID-19 Terhadap PemutusanHubunganKerja".HaluOleoLawReview,4(2):157-176.doi:10.33561/holrev.v4i2.1428.


investigative actions against labor crimes.14 However, this authority was not

exercisedatallonthegroundsthatemployersarecurrentlylosingmoney,whilethe

ManpowerLawstipulatesthatthereasonforlayoffsonthegroundsthatthecompany

is losing money can only be done on the grounds that the company has lost two

consecutiveyearsbyshowingtheresultsoftheauditfromanindependentauditor.

To be able to analyze and answer the problems that exist,weneed to knowabout

Workers'RightsforPandemicCOVID-19ofthemare:

1.WorkFromHome(HereinafterreferredtoWFH)

WFH problem in the midst of an outbreak of COVID-19 can be attributed to the

provisionof"Article86paragraph(1) letteraof theManpowerAct, inwhichevery

worker / laborer has the right to obtain protection for occupational safety and

health." Several provinces, one example is the DKI Jakarta Provincial Manpower,

Transmigration and Energy Office itself has issued a Circular of the DKI Jakarta

Provincial Manpower, Transmigration and Energy Office Number 14/SE/2020 of

2020concerning theAppeal toWorkatHomewhich followsupon theDKI Jakarta

ProvincialGovernor'sInstructionNumber16of2020concerningIncreasedAlertness

Against the Risk of Transmission of COVID-19 Infection. According to the SE

DisnakertransandEnergiDKIJakarta14/SE/2020,companyleadersareexpectedto

beabletotakepreventivestepsrelatedtotheriskoftransmittingCOVID-19infection,

bydoingworkathome.Thepreventivemeasuresthatcanbetakenaregroupedinto

threecategories15:

a.Thecompanycantemporarilysuspendallofitsbusinessactivities.b.Thecompanycantemporarilyreducesomeofitsbusinessactivities(partofitsemployees,timeandoperationalfacilities).

c. Companies that cannot stop their business activities, given their directinterestsrelatedtohealthservices, theneedforbasicnecessities,andfueloil.

14 Kanyaka, Prajnaparamitha &Mahendra RG., (2020). "Perlindungan Status Kerja Dan PengupahanTenaga Kerja Dalam Situasi Pandemi COVID-19 Berdasarkan Perspektif Pembaharuan Hukum".AdministrativeLaw&GovernanceJournal,3(2):314–328.doi:https://doi.org/10.14710/alj.v3i2.314-32815 Dinas Tenaga Kerja Transmigrasi & Energi. "SURAT EDARAN KEPALA DINAS TENAGA KERJA,TRANSMIGRASI DAN ENERGI PROVINSI DKI JAKARTA Nomor 14/SE/2020 Tahun 2020 HimbauanBekerjaDiRumah(WorkFromHome)".


AftertheimplementationofLarge-ScaleSocialRestrictions(PSBB),especially inthe

DKI Jakarta area, the company's business activities in the PSBB area were then

formally restricted. However, this provision is exempted for companies engaged in

the defense and security sector, public order, food needs, fuel oil and gas, health

services, economy, finance, communications, industry, export and import,

distribution,logisticsandotherbasicnecessities.

Sobyconsideringthecontinuityofthebusiness,changesintheamountandmethod

of payment of workers' wages are carried out in accordance with the agreement

betweentheentrepreneurandtheworker.Thisisinaccordancewiththemeaningof

wages in Article 1 number 1 of Government Regulation Number 36 of 2021

concerningWageswhichreads:

“Wagesareworkers/laborers'rightsreceivedandexpressedintheformofmoneyas compensation fromemployersor employers todesignatedworkers/laborersandpaidaccordingtoaworkagreement,agreement,or statutory regulations, including allowances for workers / labor andtheir families for a job and / or service that has been or will beperformed."16

The issuanceofregulations in thecontextofhandling thespreadofCOVID-19 isan

effort to support the existence of Law Number 24 of 2007 concerning Disaster

Managementwhichdefinesdiseaseoutbreaksasoneofthenon-naturaldisastersthat

need to be managed with potential threats.17 For these regulations, the efforts

currentlybeingcarriedoutare:

a) PolicySocialDistancing/PhysicalDistancingTheexistenceofSocialDistancinghassofarbeenveryeffectiveinpreventing

the spreadof viruses / diseases, namely bypreventing sickpeople frommaking

close contactwith people for prevent transmission.However, seeing the current

phenomenon,infactsocialdistancingisstillintheformofanappealthatifitisnot

helpedtogoviralonsocialmedia,therewillbefewerpeoplewhowillknowabout

it. Therefore, the policy should social distancing be included in government

regulations in lieuof laws regardingefforts todealwith theCOVID-19outbreak,

16 Pasal 1 angka 1 Peraturan Pemerintah Republik Indonesia Nomor 36 Tahun 2021 TentangPengupahan. 17 Pasal 1 angka 3 Undang-Undang Republik Indonesia Nomor 24 Tahun 2007 TentangPenanggulanganBencana.


one ofwhich regulates social distancing is an obligation, if necessary there is an

affirmation in the formofsanctionsaccording topositive law,so thatpeopleare

notonlyawareoftheimportanceofsocialdistancingbutalsoapplyingthepractice.

It is deemed necessary to limit individual rights in social distancingbecause the

conditionthatoccursisanemergencythatthreatenspublichealth.

The termsocialdistancing thenchanges tophysicaldistancing inaccordance

withthetermusedbyWHObecausetheuseofthetermsocialdistancingseemsto

stop social interaction in society while what is actually wanted is to maintain

physicaldistance.Fromthis,variousactivitiesthatwereinitiallycarriedoutwitha

close physical distancewere then converted into activities that created physical

distance, among others, learning online (method online), use of themechanism

(WFH),closingshoppingplacesandefforts.othersthatcanpreventthespreadof

COVID-19.

b)ProtectionforHealthWorkersas

FrontlineHealthworkersstandattheforefrontinpreventinganincreasein

the number of infections so that the government needs to guarantee protection

andworksafetyformedicalpersonnel inanefforttodealwithCOVID-19sothat

working hours are regulated, increasing the number of referral hospitals, and

compliance.primaryneedsofeachhealthworker,provisionofPersonalProtective

Equipment(PPE),thendeterminingthepriorityscalefortheprovisionofPPE.

c)Large-scalesocialrestrictionsScale Social Restrictions The authority for large-scale social restrictions

based on Law Number 6 of 2018 concerning Health Quarantine is the absolute

authority of the Central Government. Article 1 Number 1 states that "health

quarantineiscarriedouttopreventandpreventtheexitorentryofdiseasesand/

or public health risk factors that have the potential to cause a public health

emergency." Then for the emergency condition of the spread of COVID-19, the

government then issuedGovernmentRegulationNumber21 of 2020 concerning

Large-Scale Social Restrictions in the context of the Acceleration of Handling

CoronaVirusDisease(COVID-19).


d)GovernmenttransparencyinhandlingtheCOVID-19pandemic.InformationdisclosureaboutCOVID-19isamustatthistime.Thedisclosure

of information regarding COVID-19 basically refers to Law Number 14 of 2008

concerning Public Informationwhich demands that the Government as a public

agencytotransparentlyopenthiscasefromthestart.

Referring to Law No. 14 of 2008, the COVID-19 pandemic is not public

informationthatisexemptedbylaw,asinformationthatcouldendangerthestate,

because in fact the informationon thepandemichasbeenknown to the general

publicsincethefirstdayoftheoutbreakinWuhan,China,andhasbeeninformed

by theworldhealth agency,WHO. Furthermore, there areprovisions that oblige

theGovernmentandRegionalGovernmentsoutsideofLawNumber14Year2008

toprovideinformationasclearlyaspossibleandopenaccessforthepublictofind

outinformationabouthealthorinfectiousdiseases,namelyArticle17,Article154

and155ofLawNumber36of2009.Inaddition,Article79andArticle80ofLaw

Number6of2018concerningHealthQuarantineprovideabasisforauthorityfor

thecentralandlocalgovernmentstoconveyinformationonhealthquarantineas

part of the prevention and eradication of public health risks that can cause

emergency.

Based on the conditions above, it can be said that from a legal aspect, various

regulationshavebeenissuedtopreventthespreadofCOVID-19buttherealitysofar

showsthattherehasbeennosignificantchangeinthehandlingofCOVID-19casesin

Indonesia,thenumberofpatientsisincreasing,thedeathrateisalsoincreasing.The

existence of existing regulations will not be effective if they are not supported by

firmer but polite efforts in society. The existence and extra attention of all related

partiesisveryurgenttoprovideunderstandingtothepublicregardingthespreadof

this virus. So that many workers find it difficult and this creates a new problem.

Unemployed can seek settlement of industrial relations disputes, according to the

proceduresintheprevailinglawsandregulations.


Legal Due To Companies That Do Not Meet Workers Rights In The Covid-19PandemicPeriod

Workers/ laborers' rightsduring theCOVID-19pandemic include the fulfillmentof

workers' wages, the Wage Protection Convention, 1949 (Number 95) states that

wagesmustbepaidregularly.Uponterminationoftheemploymentcontract,thefinal

settlementofallwagesduewillapplyasdetermined,or ifnotdetermined,withina

reasonable timeframe. In the event of bankruptcyor legal liquidationof a business

(including the resultof the impactofCOVID-19), theWagesProtectionConvention,

1949 (Number 95) states that employedworkerswill be treated as creditorswith

specialprivilegesforunpaidwagesprotectedbyapplicablenationallaws.

Meanwhile, regarding thewagesofworkers/ laborerswhoare temporarily laidoff

due to the COVID-19 outbreak, stick to the Circular of the Minister of Manpower

Number M / 3 / HK.04 / III / 2020 of 2020 concerning Protection of Workers /

Laborers and Business Continuity in the Context of Preventing and Overcoming

COVID-19.(SEMenakerM/3/HK.04/III/2020).Wageprotectionforemployees

who are temporarily laid off due to the COVID-19 outbreak is regulated with the

followingconditions:18

a. Implementing wage protection for workers / laborers related to theCOVID-19pandemic;

b. Forworkers / laborerswhoare categorized asPeopleUnderMonitoring(ODP) for COVID-19 based on a doctor's statement so that they cannotcometoworkforamaximumof14daysoraccordingtoMinistryofHealthstandards,theirwagesarepaidinfull;

c. Forworkers/laborerswhoarecategorizedassuspectedcasesofCOVID-19 and quarantined / isolated according to a doctor's statement, theirwagesarepaidinfullduringthequarantine/isolationperiod;

d. Forworkers/ laborerswhodonot come toworkdue tobeing sickwithCOVID-19 and proven by a doctor's statement, their wages are paidaccordingtostatutoryregulations;

e. Forcompaniesthatlimittheirbusinessactivitiesasaresultofgovernmentpolicies in their respective regions for the prevention and control ofCOVID-19,causingsomeorallof theirworkers/ laborersnot tocometowork,takingintoaccountbusinesscontinuity,changesintheamountandmethodofpaymentofworkers / laborers'wages aremade. according totheagreementbetweentheentrepreneurandtheworker/laborer.

18SuratEdaranMenteriKetenagakerjaanNomor M/3/HK.04/III/2020 TAHUN 2020tentangPelindunganPekerja/BuruhDanKelangsunganUsahaDalamRangkaPencegahanDanPenanggulanganCOVID-19.


Wagesforworkers/laborerswhoweretemporarilylaidoffduetotheCOVID-

19 outbreak, taking into account the continuity of the business, changes in the

amountandmethodofpaymentofwagesarecarriedoutaccordingtotheagreement

betweentheentrepreneurandtheworker/laborer,sothatthechangeisnotcarried

outunilaterallybytheentrepreneur.Forexample,basedonthiscircular,employers

canreducetheamountofwagesthatmustbepaidtoworkers/laborerssothatthey

haveenoughcapitaltocontinuetheirbusinessinthemidstoftheCOVID-19outbreak

aslongasitisbasedonanagreementbetweentheemployerandtheemployee.

If employers do not carry out the above provisions and change the amount and

method of paying wages unilaterally, this has the potential to lead to industrial

relationsdisputes,namelyrightsdisputesthatmustberesolved inaccordancewith

the mechanism of Law Number 2 of 2004 concerning Settlement of Industrial

RelationsDisputes.Meanwhile,regardingthereasonsforlegaldeductionofwages,it

isnecessarytofirstunderstandthedefinitionofwagesaccordingtoArticle1number

30oftheManpowerAct,whichare:

Wages are the rights of workers / laborers that are received andexpressed in the form of money as compensation from employers oremployerstoworkers/laborerswhodeterminedandpaidaccordingtoawork agreement, agreement, or statutory regulations, includingallowances forworkers / laborers and their families for a job and / orservicethathasbeenorwillbeperformed.

Furthermore,thewagecomponentaccordingtoArticle5paragraph(1)Government

Regulation Number 78 of 2015 concerning Wages consists of: (a) Wages without

allowances; (b) Basic wages and fixed allowances; or (c) Basic wages, fixed

allowances and non-permanent allowances. As for the deduction of wages by

employerscarriedoutinaccordancewiththeworkagreement,companyregulations,

orcollective laborregulationsfor:(a) fines;(b)compensation;and/or(c)advance

wages.Inaddition,therearewagedeductionsbyemployersforthirdpartiesthatcan

onlybedoneifthereisapowerofattorneyfromtheworker/laborerwhichcanbe

withdrawnatanytime.


Discussion

Cutting wages of employees due to the company losing money as a result of an

outbreakofCOVID-19isnotbasedonlawandcangiverisetoindustrialdisputes,ie

disputesoverrights.Inaddition,iftheemployerisunabletopaythewageaccording

totheminimumwage, itwillbemoreappropriateforthecompanytopostponethe

payment ofwages as permitted in Article 90 paragraph (2) of theManpower Law

which states that employers who are unable to pay the minimum wage can be

postponed. .The procedure for deferring minimum wages is then regulated in the

DecreeoftheMinisterofManpowerandTransmigrationNumberKEP-231/MEN/

2003of2003concerningProceduresforPostponingtheImplementationofMinimum

Wages (Kepmenakertrans231/2003).What shouldbenoted is that entrepreneurs

who are unable to pay the minimum wage can apply for a postponement of the

minimum wage to the governor through the provincial agency responsible for

manpower affairs no later than10days before the date theminimumwage comes

into effect. The application is the result of a written agreement between the

entrepreneurandtheregisteredworker/laborerortrade/laborunion.

Due to the COVID-19 outbreak and has not been able to pay its workers' wages

accordingtotheminimumwage,thecompanycanpostponewagepaymentsbyfirst

conducting negotiationswithworkers / laborers or trade / labor unions regarding

the suspension.However, thepostponementof thepaymentofminimumwagesby

employers toworkers / laborersdoesnot automatically eliminate theobligationof

employerstopaythedifferenceinminimumwagesduringthesuspensionperiod.

Theimpositionoffinesdoesnoteliminatetheobligationofemployerstocontinueto

paywages toworkers / laborers.Wages are an important andbasic component in

industrialrelations,sotheManpowerLawandGovernmentRegulationNumber78of

2015 concerningWages provide protection for wages. Efforts that can be made if

wagesarenotpaidaretotaketherouteormethodsasregulatedinLawNumber2of

2004concerningSettlementofIndustrialRelationsDisputes.


ThepathsthatcanbetakenbasedontheprovisionsoftheLawontheSettlementof

Industrial RelationsDisputes in an effort to resolve disputes regarding the right to

wagesinclude:

1. BipartitePathA negotiation between workers and employers to resolve industrial

relations disputes, which are disputes over rights between workers andemployers. Dispute resolution through bipartitemust be resolvedwithin30days.19Ifasettlementagreementisreachedinbipartitenegotiations,aCollective Agreement is made signed by the parties. If the bipartitenegotiationfailsortheemployerrefusestonegotiate,thenthesettlementwill then be pursued through the tripartite route, namely by registeringwith the sub-office or the Manpower and Transmigration Office in theregencyormunicipalityoftheareawhereyouwork.20

2. IndustrialRelationsMediationPathAsettlementofdisputesbetweenworkersandemployers,mediatedby

a mediator from theManpower and Transmigration Office. For disputesoverrights,whatcanbedoneistomediate.IndustrialRelationsMediationis thesettlementofdisputesoverrights,disputesover interests,disputesover termination of employment, and disputes between trade unions /laborunionswithinone companyonly throughdeliberationmediatedbyoneormoreneutralmediators.21 If themediation is successful, then theresultof theagreement is stated inaCollectiveAgreement signedby theparties and witnessed by the mediator and registered at the IndustrialRelationsCourtat theDistrictCourt in the jurisdictionof theparties thatentered into the Collective Agreement to obtain a proof of registrationdeed. If there is no common ground, theMediator shall write down theresultsof thenegotiations inawrittenrecommendationand ifoneof theparties rejects the recommendation, then one of the parties can file adisputeovertheIndustrialRelationsCourt.

3. IndustrialRelationsConciliationIs the settlement of disputes of interest, disputes over termination ofemployment or disputes between trade unions/labor unions in only onecompany through deliberation mediated by one or more neutralconciliators.

4. Industrial Relations Arbitration Is the settlement of a dispute of interest, and a dispute between tradeunions/laborunionsinonlyonecompany,outsidetheIndustrialRelationsCourt through awritten agreement from the disputing parties to submitdisputeresolutiontoanarbitratorwhosedecisionisbindingonthepartiesandisfinal.

19 Pasal 3 ayat 2 Undang-Undang Republik Indonesia Nomor 2 Tahun 2004 Tentang PenyelesaianPerselisihanHubunganIndustrial.20 Pasal 4 ayat 1 Undang-Undang Republik Indonesia Nomor 2 Tahun 2004 Tentang PenyelesaianPerselisihanHubunganIndustrial. 21 Pasal1angka11Undang-UndangRepublik IndonesiaNomor2Tahun2004TentangPenyelesaianPerselisihanHubunganIndustrial.


5. IndustrialRelationsCourtIsa special court formedwithin thedistrict courtauthorized toexamine,hearandgivedecisionsagainstindustrialrelationsdisputes.

Every industrial relations dispute must be resolved first through deliberative

bipartite negotiations to reach a consensus which must be resolved within 30

working days from the date the negotiations began. If within 30 days, one of the

parties refuses to negotiate or has conducted negotiations but does not reach an

agreement, then thebipartite negotiation is deemeda failure. In the event that the

bipartitenegotiationsfail,thenoneorbothpartiesshallregisterthedisputewiththe

local manpower agency responsible for attaching evidence that the bipartite

negotiationshavetakenplace.Thedisputesoverrightsthathavebeenrecordedmust

thenberesolvedthroughmediationbeforebeingsubmittedtotheindustrialrelations

court. If the mediation does not reach an agreement as stated in the collective

agreement,thenoneofthepartiescanfilealawsuitattheindustrialrelationscourt.

Parallel to the provision of incentive packages for employers and workers, in this

difficult situation the governmentmust also be the party capable ofmediating the

dialoguebetween employers andworkers and tradeunions to prevent layoffs. The

roleofthegovernmentcanbepursuedasamediatortofindsolutionsagreeduponby

both parties, especially regarding the fulfillment of workers' rights, if layoffs are

unavoidable.Inthiscase,thegovernmentcanformaTaskForceforHandlingLayoffs

so that a better response to the problems of employers and workers during this

pandemiccanbeanticipatedandresolvedearlyon.

5.Conclusion

Policiesmustbeimplementedtoprotectworkers/laborers'rightsduringtheCOVID-

19pandemic, so that theGovernmentandEmployersmust respond toanychanges

thatoccurduetotheCOVID-19pandemicontheworksystemofworkers/laborers.

Thesechangesincludetheapplicationofaworkfromhomesystem,socialdistancing,

andrestrictionsonpublictransportation,whicharecurrentlybeingimplementedby

several local governments. The government, in this case theMinistry ofManpower

mustbeactiveinprovidingpolicyinformationforworkandconductingregularpolicy

reviews. Policies that can be implemented include the policy of reducing working


daysandhours,dismissingworkers/ layingoffworkers,andsoon.Inaddition,the

governmentalsoneeds tocarryoutanemploymentmitigationplan in the faceofa

worsening work situation due to the economic crisis as a result of the COVID-19

pandemic.Thiscanbedonebyimplementinggovernmentprogramsthatcanabsorba

largeworkforce and skills development support programs such as those that have

beenimplemented,namelytheprovisionofpre-employmentcardsandtheprovision

of direct cash assistance (BLT). The government has issued incentive packages for

entrepreneurssuchasexemptionorreductionintaxpaymentsandbudgetgrantsfor

thesmallbusinesssector.ThegovernmentitselfplanstoprovideastimulusofRp.2

trillion to increase the purchasing power of cooperatives and Micro, Small and

MediumEnterprises(MSMEs).Inaddition,socialincentivesarealsoprovidedbythe

governmentforworkerswhoarelaidofforunabletowork,suchasnon-formalsector

workers. This incentive is in the form of direct assistance and fee discounts for

facilities provided by the government (electricity and water). This policy needs to

ensurerealizationandmonitorsothatitisrightontarget.

Employersandworkers togetherwithtradeunionsneedtocarryouta transparent

dialogue from an early age in anticipating labor conditions due to the COVID-19

pandemic.Companiesthatbecauseoftheirindustrialnaturerequirethepresenceof

workersmustregulateworksystemsbyprioritizingoccupationalsafetyandhealth.It

is necessary to discuss the anticipation of the worst conditions of work relations

among them, such as efficiency, working hours arrangements and the division of

labor.Thisdialogueisthemaindoortobuildacommonunderstandinginfacingthe

impactoftheCOVID-19pandemicforboth.

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guarantee of worker rights during the covid 19 pandemic

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