@phdthesis{digilib75656,
           month = {January},
           title = {PERLINDUNGAN HUKUM BAGI PEKERJA PARUH WAKTU DI SEKTOR FOOD AND BEVERAGE (F\&B) KECAMATAN DEPOK KABUPATEN SLEMAN DALAM PERSPEKTIF HUKUM KETENAGAKERJAAN},
          school = {UIN SUNAN KALIJAGA YOGYAKARTA},
          author = {NIM.: 22103040171 Siti Nabilah},
            year = {2026},
            note = {Annisa Dian Arini, M.H.},
        keywords = {Perlindungan Hukum, Pekerja Paruh Waktu, Food and Beverage
(F\&B), Hukum Ketenagakerjaan},
             url = {https://digilib.uin-suka.ac.id/id/eprint/75656/},
        abstract = {The food and beverage (F\&B) sector is one of the business fields that
employs a large number of part-time workers, particularly in small and medium
enterprises in Sleman Regency. In practice, the employment of part-time workers is
often not accompanied by adequate understanding of labor law protection. Parttime
workers are frequently in a vulnerable position, both in terms of the fulfillment
of normative rights and in the mechanisms for resolving industrial relations
disputes. Although legal protection has been normatively regulated in labor
legislation, its implementation in practice still faces various obstacles.
This research is a field study using an empirical juridical approach aimed
at analyzing legal protection for part-time workers in the food and beverage (F\&B)
sector. The data analysis method employed is descriptive-analytical, which
describes and analyzes data obtained from the field systematically. Data collection
techniques include observation, interviews, and documentation to obtain a factual
overview of the implementation of labor law protection. The collected data are then
analyzed by linking them to the relevant laws and regulations. Through this method,
the research is expected to provide a comprehensive description of the condition of
legal protection for part-time workers.
The results of the study indicate that, first, legal protection for part-time
workers in the food and beverage (F\&B) sector has been normatively regulated
under Law Number 13 of 2003 on Manpower and its implementing regulations,
which guarantee basic workers? rights such as wages, occupational safety and
health, and non-discriminatory treatment. However, in practice, the
implementation of such legal protection has not been carried out optimally and still
largely depends on informal agreements between workers and employers. Second,
efforts by part-time workers to maintain their rights are generally undertaken by
understanding basic rights and obligations as stipulated in laws and regulations
and by communicating with employers when discrepancies arise in employment
relations. In the event of disputes, the resolution of employment problems is
generally conducted only through informal mediation between workers and
employers. This condition is influenced by the low level of knowledge and courage
of part-time workers to pursue complaint procedures with the Manpower Office
when violations of workers? rights occur.}
}