Kewenangan General Manager Hotel dalam Pemutusan Hubungan Kerja (PHK) dalam Perspektif Hukum Ketenagakerjaan Indonesia
Pendahuluan
Dalam industri perhotelan, General Manager (GM) memiliki peran strategis sebagai pemegang otoritas operasional tertinggi di tingkat unit usaha. Salah satu kewenangan manajerial yang melekat pada jabatan ini adalah keterlibatan dalam pengambilan keputusan sumber daya manusia, termasuk pemutusan hubungan kerja (PHK). Namun, dalam konteks hukum ketenagakerjaan Indonesia, kewenangan tersebut tidak bersifat absolut dan harus tunduk pada ketentuan peraturan perundang-undangan yang berlaku (Asikin et al., 2020).
Dasar Hukum Kewenangan PHK di Indonesia
Secara yuridis, hubungan kerja di Indonesia diatur oleh Undang-Undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan, yang telah mengalami perubahan signifikan melalui Undang-Undang Nomor 11 Tahun 2020 tentang Cipta Kerja, serta peraturan pelaksananya Peraturan Pemerintah Nomor 35 Tahun 2021.
Pasal 151 UU Ketenagakerjaan menegaskan bahwa PHK harus diupayakan sebagai jalan terakhir, dan setiap pengusaha, termasuk manajemen hotel, wajib mengedepankan dialog dan penyelesaian hubungan industrial secara musyawarah. GM hotel dapat merekomendasikan atau mengeksekusi PHK hanya jika bertindak atas nama pengusaha dan sesuai dengan kewenangan yang didelegasikan oleh pemilik atau badan usaha, serta mengikuti prosedur hukum yang ditetapkan (PP No. 35 Tahun 2021).
Syarat dan Prosedur PHK oleh Manajemen Hotel
Dalam praktiknya, GM hotel tidak diperkenankan melakukan PHK secara sepihak dan sewenang-wenang. PP No. 35 Tahun 2021 mengatur bahwa PHK harus didasarkan pada alasan yang sah, seperti pelanggaran disiplin berat, efisiensi perusahaan, penutupan usaha, atau ketidakmampuan pekerja menjalankan tugasnya. Selain itu, keputusan PHK harus disertai dengan pembayaran hak normatif pekerja, meliputi uang pesangon, uang penghargaan masa kerja, dan uang penggantian hak sesuai masa kerja dan alasan PHK.
Menurut Soepomo (2019), pelanggaran terhadap prosedur PHK dapat dikategorikan sebagai perbuatan melawan hukum dalam hubungan industrial. Oleh karena itu, GM yang bertindak di luar kewenangannya atau mengabaikan prosedur hukum berpotensi menimbulkan sengketa hubungan industrial.
Konsekuensi Hukum bagi GM dan Hotel
Konsekuensi atas PHK yang tidak sah tidak hanya berdampak pada institusi hotel, tetapi juga pada posisi GM secara profesional. Secara hukum, perusahaan dapat dikenakan kewajiban membayar kompensasi tambahan, ganti rugi, atau melakukan pemulihan hubungan kerja melalui putusan Pengadilan Hubungan Industrial (PHI). Secara manajerial, GM dapat dikenai sanksi internal, termasuk evaluasi kinerja atau pencabutan kewenangan, apabila terbukti melanggar kebijakan perusahaan (Sutedi, 2021).
Lebih lanjut, studi akademik menunjukkan bahwa praktik PHK yang tidak adil berdampak negatif terhadap iklim kerja, loyalitas karyawan, dan reputasi perusahaan, khususnya di sektor jasa seperti perhotelan yang sangat bergantung pada kualitas sumber daya manusia (Robbins & Judge, 2020).
Kesimpulan
Dalam konteks hukum Indonesia, General Manager hotel boleh melakukan atau merekomendasikan pemutusan hubungan kerja, sepanjang tindakan tersebut dilaksanakan berdasarkan kewenangan yang sah, alasan hukum yang jelas, dan prosedur ketenagakerjaan yang berlaku. Penyimpangan dari ketentuan hukum tidak hanya menimbulkan risiko hukum bagi perusahaan, tetapi juga berdampak pada kredibilitas dan tanggung jawab profesional GM sebagai pimpinan operasional.
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The Authority of Hotel General Managers in Employment Termination
An Indonesian Labor Law Perspective
Introduction
In the hospitality industry, the General Manager (GM) holds a strategic position as the highest operational authority at the business-unit level. One of the managerial powers inherent in this position is involvement in human resource decision-making, including employment termination. However, within the framework of Indonesian labor law, such authority is not absolute and must be exercised in compliance with prevailing statutory regulations (Asikin et al., 2020).
Legal Basis of Termination Authority in Indonesia
Juridically, employment relations in Indonesia are governed by Law No. 13 of 2003 on Manpower, which has undergone substantial amendments through Law No. 11 of 2020 on Job Creation, as well as its implementing regulation, Government Regulation No. 35 of 2021.
Article 151 of the Manpower Law emphasizes that termination of employment must be treated as a measure of last resort. Employers, including hotel management, are obligated to prioritize dialogue and consensual industrial relations dispute resolution. A hotel GM may recommend or execute employment termination only when acting on behalf of the employer and within the scope of authority delegated by the owner or corporate entity, and provided that all statutory procedures are duly observed (Government Regulation No. 35 of 2021).
Conditions and Procedures for Employment Termination by Hotel Management
In practice, a hotel GM is not permitted to carry out unilateral or arbitrary termination. Government Regulation No. 35 of 2021 stipulates that termination must be based on legally recognized grounds, such as serious disciplinary violations, corporate efficiency measures, business closure, or an employee’s inability to perform assigned duties. Furthermore, termination decisions must be accompanied by the fulfillment of employees’ statutory entitlements, including severance pay, long-service awards, and compensation for outstanding rights, calculated in accordance with length of service and the grounds for termination.
According to Soepomo (2019), violations of termination procedures may be classified as unlawful acts within the context of industrial relations. Consequently, a GM who acts beyond their authority or disregards legal procedures may expose the organization to industrial relations disputes.
Legal Consequences for the General Manager and the Hotel
The consequences of unlawful termination extend beyond institutional liability and may also affect the professional standing of the GM. Legally, the company may be ordered to provide additional compensation, damages, or reinstatement of employment through decisions of the Industrial Relations Court. From a managerial perspective, a GM may be subject to internal sanctions, including performance evaluation measures or revocation of delegated authority, if found to have violated corporate policies (Sutedi, 2021).
Moreover, academic studies indicate that unfair termination practices negatively affect workplace climate, employee loyalty, and corporate reputation—particularly in service-oriented industries such as hospitality, which are highly dependent on the quality of human resources (Robbins & Judge, 2020).
Conclusion
Within the Indonesian legal framework, a hotel General Manager may lawfully execute or recommend employment termination provided that such actions are carried out under valid delegated authority, based on clear legal grounds, and in strict adherence to applicable labor law procedures. Any deviation from statutory requirements not only poses legal risks to the company but also undermines the credibility and professional accountability of the GM as the organization’s operational leader.
If you wish, I can further refine this into a journal-ready article with APA or Harvard citation style, expand it into a case study analysis, or align it with industrial relations jurisprudence commonly cited in Indonesian labor law journals.
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