KAJIAN HUKUM KETENAGAKERJAAN TERHADAP ASPEK MUTASI KARYAWAN LINTAS PERSEROAN TERBATAS TERHADAP SATU KELOMPOK USAHA KORAN DAERAH GROUP KOMPAS GRAMEDIA

This thesis discusses regarding the labor law status and position of employment movement in accordance with applicable labor laws, especially Law No. 13 of 2003 on Labor, with the formulation of regulation of employee movement in employment law, what is the legal protection of rights and obligations from employee movement, and how the dispute settlement mechanism of industrial relations between companies and employee movement. The method which been used is by using a normative juridical data collection case study in PT. Indopersda Primamedia (PERSDA) and literature study in the library of the University of Gadjah Mada. PERSDA employee status according to Company Policy pages of Indopersda Primamedia with PT. Kapuas Graphic Media is employee movement. This terminology cannot be found in the rules of labor law, as well as in the Act. No 13 of 2003 concerning Labor. Regulation setting for the Rights and obligations of employees to mutation is not found explicitly in Act No 13 of 2003 concerning Labor. So the whole subject of employee movement is governed by the rules and policy in each company. This makes the rights and obligations of employees working relationships occur in any company, employee movement PERSDA any potential conflict, this is because the Regulations of the Company and other decisions in the company do not regulate in detail the mechanisms of employee movement. PERSDA as the parent company needs to create a mechanism that could be a mutation system for the entire unit or its subsidiaries with more detailed and clear, to prevent if there are problems cause by employee movement. PERSDA company regulation has adopted as mandated by the Act No. 13 of 2003 on Manpower