Polemik Ketenagakerjaan Awak Kapal Indonesia: Mendesaknya Aturan Turunan UU Pelayaran No. 66 Tahun 2024

Pendahuluan

Perubahan ketiga atas Undang-Undang Pelayaran yang tertuang dalam UU No. 66 Tahun 2024 telah menambahkan ketentuan baru pada Pasal 337. Salah satu poin penting dari perubahan ini adalah adanya ayat (2) yang secara jelas menyatakan bahwa ketentuan ketenagakerjaan di bidang pelayaran berlaku secara umum bagi pekerja selain awak kapal. Sementara itu, ketentuan ketenagakerjaan untuk awak kapal harus diatur secara khusus berdasarkan Perjanjian Kerja Laut (PKL), yang merujuk pada Kitab Undang-Undang Hukum Dagang (Wetboek van Koophandel), Undang-Undang No. 15 Tahun 2016 tentang Pengesahan Maritime Labour Convention 2006 (MLC 2006), serta peraturan turunannya.

Pentingnya Penerbitan Peraturan Turunan

Seharusnya, dengan adanya amanat Pasal 337, Kementerian Perhubungan sebagai Regulator dari UU Pelayaran segera menerbitkan aturan turunan yang lebih spesifik untuk memastikan ketenagakerjaan awak kapal Indonesia yang bekerja di kapal berbendera Indonesia diatur secara lebih jelas. Hal ini juga menjadi momentum yang tepat untuk menggantikan Peraturan Pemerintah No. 07 Tahun 2000 tentang Kepelautan, yang sudah tidak lagi relevan dengan kondisi ketenagakerjaan awak kapal saat ini.

Regulasi turunan ini harus mencakup beberapa aspek penting, di antaranya:

  1. Mekanisme Penyelesaian Hubungan Industrial: Mengatur prosedur penyelesaian perselisihan ketenagakerjaan bagi awak kapal, baik melalui mekanisme bipartit, tripartit, maupun pengadilan hubungan industrial.
  2. Pembentukan Lembaga Tripartit Maritim: Lembaga ini diperlukan untuk menjembatani kepentingan antara pemerintah, pengusaha pelayaran, dan serikat pekerja dalam menetapkan kebijakan ketenagakerjaan awak kapal.
  3. Penetapan Upah Minimum Awak Kapal: Menyusun regulasi mengenai standar pengupahan yang layak sesuai dengan ketentuan MLC 2006.
  4. Jaminan Sosial dan Perlindungan Kesejahteraan: Memastikan awak kapal mendapatkan akses terhadap jaminan sosial, asuransi ketenagakerjaan, serta perlindungan terhadap kecelakaan kerja.
  5. Tunjangan Hari Raya (THR), Hak Cuti, dan Pesangon: Mengatur hak-hak pekerja dalam memperoleh cuti tahunan, cuti sakit, THR, dan pesangon bagi awak kapal yang terkena pemutusan hubungan kerja.

Potensi Dampak Jika Regulasi Tidak Segera Diterbitkan

Jika Kementerian Perhubungan tidak segera menerbitkan aturan turunan ini, maka masalah ketenagakerjaan awak kapal akan terus menjadi polemik berkepanjangan, sebagaimana yang terjadi ketika Kementerian Ketenagakerjaan tidak menerbitkan aturan turunan dari Pasal 337 UU Pelayaran sejak tahun 2008. Akibatnya, awak kapal terus mengalami ketidakpastian hukum, terutama dalam hal penyelesaian perselisihan ketenagakerjaan, pengupahan, dan perlindungan sosial.

Ketiadaan regulasi yang jelas juga berpotensi menimbulkan eksploitasi tenaga kerja di sektor maritim, ketimpangan kesejahteraan antara awak kapal niaga dan awak kapal perikanan, serta lemahnya posisi tawar pekerja dalam perundingan kerja dengan perusahaan pelayaran.

Kesimpulan

Perubahan dalam UU Pelayaran No. 66 Tahun 2024 seharusnya menjadi momentum untuk memperbaiki kondisi ketenagakerjaan awak kapal di Indonesia. Dengan penerbitan aturan turunan yang jelas dan komprehensif, diharapkan hak-hak awak kapal dapat terlindungi dengan baik, dan ketenagakerjaan di sektor ini dapat berjalan lebih transparan dan adil. Harapan ini bukan hanya untuk kesejahteraan awak kapal, tetapi juga untuk kemajuan industri pelayaran Indonesia secara keseluruhan.

424 thoughts on “Polemik Ketenagakerjaan Awak Kapal Indonesia: Mendesaknya Aturan Turunan UU Pelayaran No. 66 Tahun 2024

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