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Carut-Marut Penyelesaian Perselisihan Hubungan Industrial Awak Kapal di Indonesia: Tantangan Regulasi dan Praktik

17/01/2025
adi rahmat

Indonesia, sebagai negara maritim dengan ribuan awak kapal yang terlibat dalam pelayaran domestik dan internasional, terus dihadapkan pada persoalan pelik terkait penyelesaian perselisihan hubungan industrial awak kapal. Alih-alih mendapatkan solusi yang cepat, efektif, dan efisien, tumpang tindih kewenangan antar-lembaga, perbedaan penafsiran regulasi, serta keterbatasan mekanisme penyelesaian sengketa justru semakin memperumit keadaan.

Kementerian Perhubungan: Klaim Kewenangan Berbasis Regulasi Maritim

Kementerian Perhubungan (Kemenhub) secara historis merasa memiliki otoritas utama dalam menangani masalah ketenagakerjaan awak kapal. Argumen ini didasarkan pada sejumlah regulasi, di antaranya:

  1. Kitab Undang-Undang Hukum Dagang (KUHD), yang mengatur perjanjian kerja laut (PKL).
  2. Undang-Undang Nomor 17 Tahun 2008 tentang Pelayaran, yang menetapkan tanggung jawab syahbandar sebagai otoritas pelabuhan dalam hal administrasi pelayaran.
  3. Peraturan Pemerintah Nomor 7 Tahun 2000 tentang Kepelautan, yang menempatkan Kemenhub sebagai pembina dan pengawas pendidikan, pelatihan, serta sertifikasi pelaut.
  4. Undang-Undang Nomor 66 Tahun 2024 tentang Perubahan Ketiga Undang-Undang Pelayaran, yang melalui penjelasan Pasal 337, secara eksplisit menyatakan bahwa ketenagakerjaan awak kapal tunduk pada KUHD dan UU Pelayaran.

Dalam kerangka ini, Kemenhub berkeyakinan bahwa masalah perselisihan hubungan industrial awak kapal, khususnya yang menyangkut PKL, adalah domain mereka. Tambahan pula, sebagai administrator Organisasi Maritim Internasional (IMO) di Indonesia, Kemenhub merasa memiliki legitimasi lebih kuat untuk menangani masalah awak kapal.

Surat Edaran Mahkamah Agung (SEMA) No. 02 Tahun 2024: Ketentuan Peralihan ke UU Ketenagakerjaan

Namun, klaim tersebut berbenturan dengan perkembangan hukum nasional. Surat Edaran Mahkamah Agung (SEMA) No. 02 Tahun 2024 mengatur bahwa dalam hal suatu perkara tidak diatur secara khusus dalam KUHD dan UU Pelayaran, maka pengaturan hukum ketenagakerjaan dalam Undang-Undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan (sebagaimana telah diubah menjadi UU Cipta Kerja) harus dijadikan acuan. Lebih jauh, SEMA tersebut menegaskan bahwa Pengadilan Hubungan Industrial (PHI) memiliki kewenangan untuk mengadili perselisihan yang berkaitan dengan PKL.

Ketentuan ini menimbulkan kebingungan di lapangan, terutama karena proses pengajuan gugatan ke PHI memerlukan Surat Anjuran dari mediator hubungan industrial di dinas ketenagakerjaan. Surat Anjuran adalah syarat administratif yang tidak dapat dikeluarkan oleh syahbandar atau Mahkamah Pelayaran, meskipun kedua institusi tersebut memiliki kewenangan mediasi sebagaimana diatur dalam UU Pelayaran yang baru.

Masalah Penambahan Kewenangan Mahkamah Pelayaran

Dengan berlakunya UU No. 66 Tahun 2024, Mahkamah Pelayaran diberikan tambahan fungsi untuk memediasi perselisihan PKL antara awak kapal dan perusahaan pelayaran. Namun, wewenang ini terbatas pada mediasi semata, tanpa kemampuan untuk menerbitkan Surat Anjuran seperti yang dilakukan mediator ketenagakerjaan di Dinas Ketenagakerjaan.

Hal ini menciptakan dilema baru:

  1. Jika mediasi di Mahkamah Pelayaran tidak berhasil, para pihak tetap harus melibatkan mediator hubungan industrial untuk mendapatkan Surat Anjuran.
  2. Proses berlapis ini memperpanjang waktu penyelesaian sengketa, bertentangan dengan prinsip efisiensi dalam penyelesaian perselisihan hubungan industrial.
  3. Tanpa kewenangan untuk menerbitkan Surat Anjuran, fungsi Mahkamah Pelayaran menjadi kurang efektif sebagai mekanisme penyelesaian sengketa yang mandiri.

Kegagalan Mencapai Penyelesaian yang Cepat dan Efektif

Dalam praktiknya, tumpang tindih kewenangan ini justru memperburuk situasi. Awak kapal yang menghadapi sengketa dengan perusahaan pelayaran kerap terjebak dalam proses birokrasi yang panjang dan melelahkan. Alih-alih mendapatkan keadilan secara cepat, mereka justru harus melewati proses mediasi berulang di Syahbandar atau  Mahkamah Pelayaran dan Dinas Ketenagakerjaan sebelum bisa mengajukan gugatan ke PHI.

Akibatnya, tujuan dari penambahan fungsi Mahkamah Pelayaran dalam UU No. 66 Tahun 2024 sebagai mekanisme alternatif penyelesaian sengketa belum tercapai. Penyelesaian yang diharapkan cepat, efektif, dan efisien masih jauh dari kenyataan.

Solusi yang Diperlukan

  1. Sinkronisasi Regulasi: Pemerintah perlu menyelaraskan regulasi terkait ketenagakerjaan awak kapal, termasuk KUHD, UU Pelayaran, UU Ketenagakerjaan, dan regulasi pelaksanaannya.
  2. Perluasan Kewenangan Mahkamah Pelayaran: Agar lebih efektif, Mahkamah Pelayaran harus diberi kewenangan untuk menerbitkan Surat Anjuran, sehingga proses mediasi tidak perlu dilakukan berulang di dinas ketenagakerjaan.
  3. Peningkatan Kapasitas dan Transparansi: Peran syahbandar dan pengawasan Kemenhub harus ditingkatkan untuk memastikan keadilan bagi awak kapal yang terlibat sengketa industrial.
  4. Pendidikan dan Pendampingan: Awak kapal perlu dibekali pemahaman yang lebih baik tentang hak dan kewajiban mereka, termasuk mekanisme penyelesaian sengketa.

Kesimpulan

Carut-marut penyelesaian perselisihan hubungan industrial awak kapal di Indonesia mencerminkan kelemahan dalam regulasi dan koordinasi antar-lembaga. Perubahan yang diusulkan dalam UU No. 66 Tahun 2024 hanya memberikan solusi parsial yang belum menjawab kebutuhan utama akan mekanisme penyelesaian sengketa yang cepat, efektif, dan efisien. Perbaikan menyeluruh sangat dibutuhkan agar keadilan bagi awak kapal dapat benar-benar terwujud.

Dengan reformasi yang terintegrasi, diharapkan Indonesia mampu menjadi negara maritim yang tidak hanya kuat secara ekonomi, tetapi juga memberikan perlindungan maksimal bagi para awak kapal yang menjadi tulang punggung industri pelayaran.

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