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ANALISIS TANGGUNG JAWAB HUKUM PERUSAHAAN TERHADAP PERUNDUNGAN DI TEMPAT KERJA PADA PERUSAHAAN MANUFAKTUR DI BEKASI
Abstract
Workplace bullying is not merely an interpersonal problem; it raises concerns about workers’ dignity, psychosocial safety, and the employer’s responsibility to provide a safe and fair working environment. This study examines the alignment between Indonesian labor law and a manufacturing company’s Collective Labor Agreement (CLA), and evaluates the company’s prevention and response practices in Bekasi. It applies a mixed-methods design combining normative legal analysis with empirical data from a 20-item questionnaire administered to 126 workers drawn from a workforce of more than 2,000, using stratified purposive sampling based on employment status, department, and length of service. The empirical analysis is complemented by field notes from an interview with the company’s Human Resources (HR) representative and a case involving termination of employment following physical bullying. The findings reveal a gap between formal rules and workplace practice. Although the national legal framework and the CLA provide grounds for disciplinary action, the company’s response remains predominantly reactive: 84% of respondents indicated that action generally followed a report, while 63% had never received bullying-related information or socialization. The survey also indicates that outsourced workers were more frequently identified as victims, suggesting that employment status and unequal workplace power may shape exposure to bullying and willingness to report it. The study’s contribution is to connect the legal adequacy of workplace protections with employment-status vulnerability, reporting behavior, and the preventive capacity of company policy. It argues that compliance cannot be measured solely by the existence of rules or the imposition of sanctions; it must also be assessed through accessible reporting channels, protection against retaliation, regular training, worker-representative participation, and sustained psychosocial risk prevention.
Keywords: Workplace bullying; Employer responsibility; Labor law; Employment status; Psychosocial safety
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DOI: https://doi.org/10.36987/jiad.v14i3.9320
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