ANALYSIS OF SUPREME COURT DECISION NUMBER 374/PDT.SUS-PHI/2023 ON THE OBLIGATION OF MEDIATION MINUTES IN FILING A COMPLAINT TO THE INDUSTRIAL RELATIONS COURT.

Surianto adalah karyawan PT Bintang Prima Lestari  Utama yang  bekerja sebagai karyawan tetap selama  21 tahun 5 bulan. Perusahaan melakukan  pemutusan hubunga kerja (PHK) sepihak kepada Surianto tanpa alasan yang  jelas. Perusahaan tidak membayarkan hak Surianto saat terkena PHK, sehingga dilakukan perundingan bipartit dan menghasilkan Perjanjian Bersama. Pada faktanya isi Perjanjian Bersama tidak dijalan oleh  perusahaan, sehingga Surianto membuat surat pengaduan ke Dinas Ketenagakerjaan Kabupaten Deli Serdang. Pengaduan tersebut ditolak dengan alasan telah diselesaikan secara  bipartit dan menghasilkan Perjanjian Bersama, sehingga mediator  tidak dapat menerbitkan risalah mediasi dan mengeluarkan surat pemberitahuan Nomor:565/36/DK-2 PHI/DS/2021. Surianto mengajukan gugatan ke Pengadilan Hubungan Industrial, Hakim dalam pertimbangannya menyatakan gugatan  Surianto tidak melampirkan risalah mediasi maka gugatan tidak dapat diterima, sedangkan Mahkamah Agung mengabulkan  sebagian gugatan  Surianto  melalui Putusan Nomor 374K/Pdt.Sus-PHI/2023. Tujuan akhir dari penelitian ini adalah untuk menganalisis apakah tidak dilampirkannya risalah mediasi dapat menjadi dasar hakim menolak ajuan gugatan, serta menganalisis akibat hukum dari tidak dilampirkannya risalah mediasi. Metode penelitian yang digunakan dalam penelitian ini adalah penelitian yuridis normatif. Hasil dari penelitian ini adalah tidak dilampirkannya risalah penyelesaian  mediasi dalam mengajukan gugatan ke Pengadilan Hubungan  Industrial tidak menjadikan dasar hakim untuk menolak gugatan khusus pada  kasus  Surianto dan PT Bintang Prima Lestari Utama dikarenakan terdapat bukti pelanggaran yang dilakukan perusahaan. Akibat hukum dalam perselisihan dan putusan ini, yaitu terdapat akibat hukum langsung dan akibat hukum tidak langsung baik bagi perusahaan maupun bagi Surianto selaku pekerja..

Kata Kunci: Perjanjian Bersama, Karaywan Tetap, Pemutusan Hubungan Kerja.

Surianto is an employee of PT Bintang Prima Lestari Utama who worked as a permanent employee for 21 years and 5 months. The company unilaterally terminated Surianto's employment without clear reasons. The company did not pay Surianto's rights when he was laid off, so bipartite negotiations were held and resulted in a Collective Agreement. In fact, the contents of the Collective Agreement were not followed by the company, so Surianto made a complaint letter to the Deli Serdang Regency Manpower Office. The complaint was rejected on the grounds that it had been resolved bipartite and resulted in a Collective Agreement, so the mediator could not issue mediation minutes and issued a notification letter Number: 565/36/DK-2 PHI/DS/2021. Surianto filed a lawsuit to the Industrial Relations Court, the Judge in his consideration stated that Surianto's lawsuit did not attach the minutes of mediation so the lawsuit could not be accepted, while the Supreme Court partially granted Surianto's lawsuit through Decision Number 374K/Pdt.Sus-PHI/2023. The ultimate goal of this research is to analyze whether the non-attachment of the mediation minutes can be the basis for the judge to reject the lawsuit, and to analyze the legal consequences of the non-attachment of the mediation minutes.The research method used in this research is normative juridical research. The result of this study is that the non-attachment of minutes of mediation settlement in filing a lawsuit to the Industrial Relations Court does not make the judge's basis for rejecting a special lawsuit in the case of Surianto and PT Bintang Prima Lestari Utama because there is evidence of violations committed by the company. The legal consequences in this dispute and decision, namely there are direct legal consequences and indirect legal consequences for both the company and Surianto as a worker.

Keywords: Collective Agreement, Permanent Employee, Termination of Employment.