PENGATURAN PERJANJIAN KERJA WAKTU TERTENTU (PKWT) ANTARA PEKERJA DAN PERUSAHAAN (STUDI TERHADAP UNDANG-UNDANG NOMOR 11 TAHUN 2020 TENTANG CIPTA KERJA)

The arrangement of Work Agreements for a Certain Time (PKWT) in Law Number 11 of 2020 concerning Job Creation has received strong criticism from most of the public, especially workers/laborers and students. How exactly are the PKWT arrangements in the Law and its derivative regulations and what are the legal consequences for workers/laborers with the regulation of the PKWT mechanism as in the Job Creation Law, are the two main topics of discussion that the author wants to discuss in this research. The author in this study then tries to analyze Juridically-Normatively related to how the PKWT arrangement is in the Act, commonly called the Omnibus Law. Is it juridically correct that PKWT arrangements in the Job Creation Act and its derivative regulations will be miserable and do not provide legal certainty and protection for workers/laborers and what are the legal impacts/consequences on workers/laborers if they follow the PKWT scheme as stated in the Job Creation Law? the. The regulation of the period of time for workers who are contracted with PKWT with the mechanism as regulated in the Juncto Job Creation Law Government Regulation Number 35 of 2021 is indeed longer than the Manpower Act, which is from a maximum of 3 years to a maximum of 5 years. However, the PKWT mechanism in the Job Creation Act contains regulations regarding the company's obligation to provide severance pay to workers whose PKWT contracts are completed or whose work is completed before the PKWT period expires. Overall, the PKWT arrangement in the Job Creation Act and its derivatives provides more certainty and legal protection for workers and protects the rights of workers/laborers