Pendahuluan
Sektor maritim merupakan salah satu pilar penting dalam perekonomian Indonesia. Dengan adanya pelaut sebagai tenaga kerja utama, perjanjian kerja laut (PKL) menjadi instrumen hukum yang mengatur hubungan kerja antara awak kapal dan perusahaan pelayaran. Penyelesaian perselisihan hubungan industrial dalam sektor ini sering kali kompleks karena melibatkan aspek hukum ketenagakerjaan, maritim, dan internasional.
Dalam upaya memberikan solusi atas berbagai perselisihan ini, Undang-Undang No. 66 Tahun 2024 tentang Perubahan Ketiga atas Undang-Undang Pelayaran memperkenalkan fungsi tambahan bagi Mahkamah Pelayaran sebagai tempat mediasi penyelesaian perselisihan hubungan industrial berdasarkan PKL. Namun, implementasi kebijakan ini menimbulkan sejumlah pertanyaan mengenai efektivitas dan efisiensi dalam penyelesaian perselisihan, terutama jika dibandingkan dengan mekanisme yang telah ada, yaitu melalui Pengadilan Hubungan Industrial (PHI).
Analisis Yuridis terhadap Fungsi Mahkamah Pelayaran dalam Mediasi
1. Penambahan Fungsi Mahkamah Pelayaran
Undang-Undang No. 66 Tahun 2024 memberikan Mahkamah Pelayaran kewenangan untuk melakukan mediasi perselisihan hubungan industrial antara awak kapal dan perusahaan pelayaran. Tujuannya adalah untuk menyediakan forum khusus yang memahami dinamika dan permasalahan di sektor maritim.
Namun, kewenangan ini terbatas pada mediasi dan tidak mencakup penerbitan anjuran atau keputusan yang memiliki kekuatan hukum mengikat. Hal ini berbeda dengan mekanisme di PHI yang memiliki wewenang untuk mengeluarkan putusan yang final dan mengikat para pihak.
2. Keterbatasan Mahkamah Pelayaran dalam Penyelesaian Perselisihan
Berdasarkan Peraturan Menteri Perhubungan No. 59 Tahun 2021, penyelesaian akhir perselisihan hubungan industrial tetap berada di bawah wewenang PHI. Selain itu, Surat Edaran Mahkamah Agung No. 02 Tahun 2024 juga menegaskan bahwa perselisihan hubungan industrial berdasarkan PKL harus diselesaikan di PHI. Mahkamah Pelayaran tidak memiliki kewenangan untuk menerbitkan anjuran, yang merupakan salah satu syarat untuk mengajukan gugatan di PHI sesuai dengan mekanisme ketenagakerjaan di Indonesia.
Ketiadaan wewenang ini mengurangi efektivitas Mahkamah Pelayaran sebagai tempat mediasi karena hasil mediasi tidak dapat dijadikan dasar hukum yang kuat untuk melanjutkan penyelesaian di tingkat berikutnya.
3. Efektivitas dan Efisiensi Mediasi di Mahkamah Pelayaran
- Efektivitas: Mediasi yang dilakukan oleh Mahkamah Pelayaran tidak memberikan jaminan penyelesaian karena hasilnya tidak memiliki kekuatan hukum mengikat. Hal ini dapat memperpanjang proses penyelesaian karena pihak yang tidak puas harus kembali memulai prosedur dari awal di Dinas ketenagakerjaan atau kementrian ketenagakerjaan untuk mendapatkan surat anjuran dari mediator.
- Efisiensi: Proses mediasi di Mahkamah Pelayaran menambah lapisan birokrasi yang tidak diperlukan, mengingat PHI sudah memiliki mekanisme yang lengkap untuk menangani perselisihan hubungan industrial, termasuk perselisihan yang timbul dari PKL.
Implikasi Praktis dan Rekomendasi
1. Implikasi Praktis
Penambahan fungsi Mahkamah Pelayaran berpotensi menciptakan dualisme dalam mekanisme penyelesaian perselisihan hubungan industrial. Hal ini dapat menimbulkan kebingungan bagi para pihak yang bersengketa dan meningkatkan biaya serta waktu penyelesaian.
2. Rekomendasi
Untuk meningkatkan efektivitas dan efisiensi penyelesaian perselisihan hubungan industrial di sektor maritim, berikut rekomendasi yang dapat dipertimbangkan:
- Penguatan Wewenang Mahkamah Pelayaran: Jika Mahkamah Pelayaran tetap difungsikan sebagai tempat mediasi, perlu ada perubahan regulasi yang memungkinkan Mahkamah Pelayaran menerbitkan anjuran yang dapat digunakan sebagai dasar hukum di PHI.
- Sinkronisasi Regulasi: Pemerintah perlu menyelaraskan Undang-Undang No. 66 Tahun 2024 dengan PM 59/2021 dan Surat Edaran Mahkamah Agung No. 02 Tahun 2024 untuk menghindari tumpang tindih kewenangan.
- Penguatan Mediasi di Dinas Ketenagakerjaan : Daripada menambah fungsi Mahkamah Pelayaran, mediasi di Dinas ketenagakerjaan dapat diperkuat dengan melibatkan mediator yang memahami sektor maritim. Ini akan lebih efisien tanpa perlu menciptakan forum baru.
- Edukasi dan Sosialisasi: Awak kapal dan perusahaan pelayaran perlu diberikan pemahaman yang jelas tentang mekanisme penyelesaian perselisihan yang tersedia, termasuk hak dan kewajiban masing-masing pihak.
Kesimpulan
Penambahan fungsi Mahkamah Pelayaran sebagai tempat mediasi perselisihan hubungan industrial berdasarkan PKL, seperti yang diatur dalam Undang-Undang No. 66 Tahun 2024, bukanlah solusi yang efektif dan efisien tanpa diiringi penguatan wewenang dan sinkronisasi regulasi. Untuk memastikan perlindungan yang optimal bagi pelaut, mekanisme penyelesaian perselisihan harus jelas, cepat, dan mengikat secara hukum. Pemerintah perlu mengevaluasi kebijakan ini agar tidak menciptakan hambatan tambahan dalam upaya menyelesaikan perselisihan hubungan industrial di sektor maritim.
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