1. I ntensive Course Human Resources Development Management Understanding Government Regulations UU 21/2000 UU 13/2003 & UU 2/2004 Oleh :Dr.Ir.J.F.X.Susanto.S.MBA.,MM

2. 2 Overview (1-2)  Peraturan ketenagakerjaan masih sering berubah.  Gejolak dan unjuk rasa buruh.  Mutu tenaga kerja di Indonesia.  Era globalisasi dan pasar bebas.  Modal asing dan pertumbuhan ekonomi.  Masuknya penduduk usia kerja kelapangan kerja.

3. 3 Overview (2-2)  Fungsi Hubungan industrial (Industrial Relations)  HIP (Hubungan Industrial Pancasila)  Sistim multi union diperusahaan  Serikat Pekerja, SPTP  Bipartite (Pengusaha & SP)  Tripartite (Depnaker, APINDO, SPSI)

4. 4 Hukum Perburuhan Terakhir  UU 21 / 2000 – Serikat Pekerja  UU 13 / 2003 - Ketenagakerjaan  UU 02 / 2004 – PPHI (Penyelesaian Perselisihan Hubungan Industrial)

5. 5 UU 21 / 2000 - Workers Unionism Chapter IGeneral Definitions Chapter IIStatutory Basis, Characteristics and Objectives Chapter IIIFormation of Unions Chapter IV Membership Chapter V Notification and Recording Chapter VI Rights and Obligations of Unions Chapter VIIProtection of the Right to Organize Chapter VIII Finances and Assets Chapter IX Settlement of Disputes Between Unions, Federations and Confederations Chapter X Dissolution of Unions, Federations and Confederations Chapter XI Inspection and Investigation Chapter XII Penalties in Relation to Offences Under the Act Chapter XIIIMiscellaneous Regulations Chapter XIV Transitional Arrangements Chapter XV Coming Into Force of the Act

6. 6 Law 21/2000 : Workers Union  Issued after the ratification of ILO Convention No. 87 concerning Freedom of Association, by President Decree No. 83/1998.  Three international issues : –Freedom to organization –Human Rights (HAM) –Environmental  There are 15 Chapters, 47 Articles.  Established for and by the workers, inside or outside the company for the purpose of protecting and improve the social welfare of the workers.  Trade Union is established in one or more companies.  Basic principle : not against the “Pancasila & UUD 1945”.

7. 7 Law 21/2000 : Chapter I General Definitions A workers’ union is an organization which is established from, by and for workers. The term worker / labor is defined as any person who works for a wage or other form of a remuneration package.

8. 8 Law 21/2000 : Chapter II Statutory Basis, Characteristics and Objectives Workers’ union must accept, and their statutory basis must not run against the state ideology of Pancasila and the 1945 Constitution. Union, federation and confederation are obliged to be free, open, independent, democratic and responsible. Functions : negotiation and making of CLA, settlement of disputes, representing workers, defense of the right and interest of their members.

9. 9 Law 21/2000 - Chapter III Formation of Unions

10. 10 Law 21/2000 - Chapter IV Membership  Union, federation and confederation shall be regulated by its constitution.  Must not limit or discriminate on the ground of political allegiance, religion, ethnicity or sex.  Worker not allowed to join more than one union.  Managerial position employees are not allowed to become union officials.  A worker may resign or leave his/her union membership by written notification.  A union is allowed to be a member of a federation.  A federation is allowed to be a member of a confederation.

11. 11 Law 21/2000 - Chapter V Notification and Recording  Union, federation and confederation must be registered at the local government office.  Local government office must keep record of the union, federation and confederation and will issue a record number to the union, federation and confederation within 21 days.

12. 12 Law 21/2000 - Chapter VI Rights and Obligations of Unions  Registered union has the right : a.To negotiate with the company for CLA. b.To represent workers in industrial dispute settlement c.To represent worker in manpower council and institution. d.To establish institution or conduct labor-related activities in improving workers social welfare. e.To conduct other activities within manpower development provided not contrary to the prevailing regulation.  The Union may affiliate and/or cooperate with international organizations, provided that such affiliation or cooperation does not run against national statutory rules and regulations.

13. 13 Law 21/2000 - Chapter VII Protection of the Right to Organize  It is illegal to prevent workers to form a union, joining or leaving a union or carrying out union activities.  The prohibited actions include ; dismissal, suspension or otherwise prejudicing a worker at work; withholding or reducing wages; intimidation; campaigning against the establishment of a union.  Employers must allow union committee members or members to participate in union activities as provided under a CLA.

14. 14 Law 21/2000 - Chapter VIII Finances and Assets  Finances and assets of the Union must be used in line with its constitution.  Union officials are accountable for the use of fund and are obliged to keep record.  Financial report have to be submitted to the members.

15. 15 Law 21/2000 - Chapter IX Settlement of Disputes Between Unions, Federations and Confederation  Any industrial dispute is settled under mutual respect.  If consensus is not achieved, will be settled according to the prevailing regulation.

16. 16 Law 21/2000 - Chapter X Dissolution of Unions, Federations and Confederations  Union is dissolved by a decision of the members; the company has closed down resulting termination of employment.  The courts may dissolve the union if its statutory is contradictive to Pancasila ideology & UUD ‘45.

17. 17 Law 21/2000 - Chapter XI Inspection and Investigation  The inspection officials from Manpower office are functioning to ensure the right to associate and conduct their activities.  Besides normal police officers, inspection officials from Manpower Dept. are also functioning to conduct investigation on criminal offense.

18. 18 Law 21/2000 - Chapter XII Penalties in Relation to Offences Under the Act  The penalties include the revocation of the union registration identity number.  Those who are convicted in interference the right to organize will be subject to at least 1 year in prison 5 years maximum or fine minimum Rp.100 millions Rp.500 millions maximum.

19. 19 Law 21/2000 : Chapter XIII – Miscellaneous Regulations  Government employees have freedom of association.  The implementation of this right is to be regulated by separate legislation.

20. 20 Law 21/2000 : Chapter XIV – Transitional Arrangement  Existing Unions have to renew their registration number 1 year at the latest after the issuance of this law.  After 1 year re-registration is not fulfilled, will be regarded as no registration.

21. 21 Law 21/2000 : Chapter XV- Coming Into Force of the Act  This law was issued on 4 August 2000 and came into effect immediately.  Signed by the President of Republic of Indonesia, Abdurrahman Wahid.

22. 22 UU 13 / 2003 Issued 25 March 2003  Jumlah 18 Bab  Jumlah Pasal 193  Kepmen & Kepres yang akan diterbitkan sebanyak 42 buah.

23. 23 Salient (important parts) of - Act 13 / 2003 1Work training 2Manpower placement 3Work relations 4Protection, wages and welfare 5Industrial relations 6Lay offs

24. 24 Manpower Law - Act 13/2003 Chapter I– General Provision Chapter II– Principle & Objectives Chapter III– Equal opportunity & treatment Chapter IV– Manpower Planning & Information Chapter V– Training Program Chapter VI– Placement of work force Chapter VII– Development of job opportunity Chapter VIII– Utilization of expatriate Chapter IX– Work relationship

25. 25 Chapter X– Protection, Remuneration & Welfare Chapter XI– Industrial Relations Chapter XII– Termination of Employment Chapter XIII– Supervision and Development Chapter XIV– Controlling Chapter XV– Investigation Chapter XVI – Criminal Provisions and Administrative Sanction Chapter XVII– Transition Provision Chapter XVIII– Closing Provision Manpower Law - Act 13/2003

26. 26 Termination  Termination of Employment : –Resignation –Retirement / Pension –Retrenchment (Redundancy) –Dismissal –Death  Termination for cause : Art. 158 UU 13/2003 –Minor fault –Grave fault / serious offense  Termination benefits : –Severance payment (pesangon) –Long service payment (uang penghargaan masa kerja) –Compensation payment  Employment termination permit : –P4D (below 10 employees) –P4P (above 10 employees)

27. 27 Severance Payment (Pesangon) - Act 13/2003 AService period< 1 year1 month BService period1 year< 2 years2 months CService period2 years< 3 years3 months DService period3 years< 4 years4 months EService period4 years< 5 years5 months FService period5 years< 6 years6 months GService period6 years< 7 years7 months HService period7 years< 8 years8 months IService period8 year or above9 months

28. 28 Service Payment - Act 13/2003 AService period3 years< 6 years2 months BService period6 years< 9 years3 months CService period9 years< 12 years4 months DService period12 years< 15 years5 months EService period15 years< 18 years6 months FService period18 years< 21 years7 months GService period21 years< 24 years8 months HService period24 years or longer10 months

29. 29 Compensation Payment Act 13/2003 – Art. 156.4  Annual leave not yet taken, and still valid.  Transportation cost for repatriation of the employee and family.  Housing and medical 15% of the termination and service payment.  Others as determined by Industrial Dispute Settlement Committee.

30. 30 P4D/P Decision on Termination Settlement - Act 13/2003 Nil SE Men B.600/05

31. 31 List of Minister Decrees to come subsequent to Act 13/2003 1. Art 8 - Procedure of manpower information and manpower planning. 2. Art 10 - Competency standard – 227/MEN/2003. 3. Art 14 - Procedure of permit to conduct work training – 229/MEN/2003. 4. Art 16 - Accreditation body establishment – 225/MEN/2003. 5. Art 18 - Independent national profession certification body. 6. Art 20 - National training system. 7. Art 25 - Overseas on the job training procedure – 226/MEN/2003. 8. Art 30 - National productivity committee. 9. Art 34 – Overseas placement of manpower. 10. Art 38 – Type of position and classification eligible to mobilization fee – 230/MEN/2003. 11. Art 41 - Job opportunity coordination body. 12. Art 43 – Approval for expatriate utilization – 228/MEN/2003. 13. Art 44 - Standard competency of expatriates. 14. Art 46 - Positions close to foreigners.

32. 32 List of Minister Decrees to come subsequent to Act 13/2003 15. Art 47 - Compensation paid by expatriates – 223/MEN/2003. 16. Art 49 - Local employees to replace expatriates. 17. Art 59 - Limited time contract provisions. 18. Art 71 - Working children. 19. Art 74 - Types of works prohibited to child workers – 235/MEN/2003. 20. Art 75 – Government effort to avoid working children. 21. Art 76 – Restriction & compulsory to female workers – 224/MEN/2003. 22. Art 77 - Working hours and overtime provisions – 234/MEN/2003. 23. Art 78 – Provision on overtime work and overtime pay- 102/MEN/VI/2004. 22. Art 79 - Annual leave and long leave provisions - 51/MEN/2004. 23. Art 85 - Types of works eligible on public holidays – 233/MEN/2003. 24. Art 87 - Work safety management system. 25. Art 89 - Minimum wage components. 26. Art 90 – Procedure to postpone minimum wage – 231/MEN/2003. 27. Art 92 - Structure and salary scale - 49/MEN/2004. 28. Art 97 – Minimum wage protection and fine sanction provision.

33. 33 List of Minister Decrees to come subsequent to Act 13/2003 31. Art 98 – Formulation of Wage Council 32. Art 100 – Fringe benefits provision 33. Art 101 – Development of employees cooperatives. 34. Art 106 - Bipartite body establishment – 255/MEN/2003. 35. Art 107 - Tripartite body establishment 36. Art 115 - Procedure of Company Policy development and approval – 48/MEN/2004. 37. Art 133 - Procedure of CLA development 232/MEN/2003. 38. Art 142 - Legal consequences of illegal workers strike – 232/MEN/2003. 39. Art 156 – Alteration of severance, service and compensation payment of employment termination. 40. Art 178 - Manpower supervision and control. 41. Art 179 - Procedure of report submission of manpower supervision and control. 42. Art 190 – Administrative Sanction

34. 34

35. 35 UU 02 / 2004 – PPHI (Penyelesaian Perselisihan Hubungan Industrial) Definition of industrial relations dispute : Dispute between the company and the worker / union.

36. 36 Types of Disputes 1. Dispute on rights 2. Dispute on interest 3. Dispute on employment termination 4. Dispute among trade unions within a company

37. 37 1. Dispute on Rights Dispute arising from failure to fulfill one’s rights due to different understanding or interpretation in the implementation of labor laws, work agreement, company regulations or collective labor agreement.

38. 38 2. Dispute on Interest Dispute arising from different opinions or positions on the drafting and/or change of work conditions stipulated in the work agreement, company regulations or collective labor agreement.

39. 39 3.Dispute on Employment Termination Dispute arising from different opinions regarding employment termination.

40. 40 4.Dispute Among Trade Unions Within a Company Disputes between trade unions within one company due to different opinions on membership, and implementation or exercise of rights and obligations.

41. 41 Settlement Procedure Outside Industrial Court  Faster  Accommodate sense of justice of the parties concerned.  Voluntary  Friendly manner

42. 42 4 Types of Settlement Outside Industrial Court (IC) 1. Bipartite negotiations 2. Mediation 3. Conciliation 4. Arbitration

43. 43 1. Bipartite Negotiation Bipartite consist of management representatives and workers representatives. Bipartite settlement is first priority before other party is invited to help in settling the dispute.

44. 44 2. Mediator Mediator is government official responsible for mediating labor disputes. Mediator is assigned by Minister to mediate and shall be obliged to provide a written recommendation to both parties as to resolve the disputes.

45. 45 3. Conciliator Conciliator is assigned by the Minister to give written recommendation to the parties in resolving the disputes of interest, termination and dispute among unions in a company.

46. 46 4. Arbitrator Arbitrators refer to one or more persons appointed by the parties involved in a dispute from the list of Arbitrators provided by the Minister, to resolve disputes on interest and dispute between unions in a company.

47. Dispute Settlement Mechanism by Bipartite Negotiation Company / Management Dispute Bipartite Negotiation Minutes No Consensus Termination, Rights, Interest & Dispute Among Unions Collective Agreement Record At Industrial Court Mediation ( 4 ) Conciliation ( 3 ) Arbitration ( 2 ) Court ( 4 ) Consensus Registration Slip

48. 48 Bipartite Negotiations  Bipartite approach as first priority and compulsory.  Negotiate first before inviting any third party, minutes signed.  Settlement should be reached within 30 working days.  Signed collective agreement shall become law and registered at Industrial Court.  Disagreement, one of the parties to file case at the Manpower office.

49. Dispute settlement mechanism by Mediation Company / Management Dispute Bipartite Negotiation Minutes Mediation Termination, Rights, Interest & Dispute Among Unions Collective Agreement Record At Industrial Court Consensus INDUSTRIAL COURT Mediator produces suggestion. Suggestion submitted in 14 days. Both parties reply the suggestion within 14 days. No reply regarded as refusing / rejection. Agree upon the suggestion, Collective Agreement is to be produced within 6 days. Registration Slip No Consensus

50. 50 Mediation 1. Mediator is a government official. 2. The 4 types of disputes can be settled thru this mediation. 3. Case must be examined within 7 days after written request. 4. Written agreement reached, to be filed at Industrial Court. 5. Agreement not reached, mediator issue written recommendation within 10 days. 6. Both parties should give opinion within 14 working days. 7. Either party fails to give opinion regarded to have rejected the recommendation. 8. Mediator must complete the mediation within 30 working days.

51. 51 Conciliation 1. Conciliator is registered at Manpower office. 2. Conciliator is to be selected by both parties within 7 days. 3. 3 types of disputes can be settled thru this conciliation : interest, employment termination, dispute among unions. 4. Conciliator may call for witness. 5. Conciliation must be done within 30 days. 6. Fees to be paid by the state.

52. Dispute settlement mechanism by Mediation / Conciliation / Arbitration Company / Management Dispute Bipartite Negotiation Minutes Mediation / Conciliation / Arbitration TERMINATION, RIGHTS, INTEREST & DISPUTE AMONG UNIONS Collective Agreement Record At Industrial Court Consensus SUPREME COURT Mediation/ Conciliation/ Arbitration Meeting Registration Slip PPHI No Consensus

53. 53 Arbitration 1. Certain requirement as Arbitrator and provided by the Minister. 2. 2 types of disputes only can be settled thru arbitration : interest and dispute among unions. 3. Both parties to make written agreement containing: name of Arbitrator, the case, authorize and will abide the Arbitrators’ decision. 4. Each party choose 1 Arbitrator, the 3 rd is chosen by the two Arbitrators. 5. Fail to choose Arbitrator, Industrial Court will appoint the Arbitrator. 6. Written agreement as the appointed Arbitrators.

54. 54 Arbitration (cont.) 7. Arbitrators will finalize their job within 30 days. 8. Based on both parties agreement, can be extended for 14 days. 9. Close arbitration unless both parties agree to otherwise. 10. Each party may be represented by Legal Counselor. 11. Arbitrator may break the agreement if both parties do not show up at the hearing. 12. If either party does not come in the first meeting, the Arbitrators may issue the virtue without the presence of one party. 13. Arbitrators will offer a compromise or consensus. 14. Consensus to be mutually signed and filed at the Industrial Court.

55. 55 Arbitration (cont.) 15. Consensus achieved, will be filed at the Industrial Court. 16. Consensus not carried out will be executed. 17. Cost associated to bring witness will be born by the requesting party. 18. All hearing and meetings will be recorded. 19. Decision to be implemented within 14 days. 20. If not carried out, Industrial Court execution may be requested. 21. In 30 days either party may request for cancellation to Higher Court, Supreme Court (Makamah Agung). 22. MA can cancel the decision within 30 days. 23. Dispute being settled by the Arbitrators may not be brought to Industrial Court.

56. 56 Industrial Court  A special court established within the District Court and authorized to examine, hear and render decisions over industrial relation disputes.  Initially, one Industrial Court shall be established in every District Court in all provincial capital cities whose jurisdiction covers a particular province.

57. 57 Industrial Court (IC) Cases can be brought to IC : a. First level of the IC : Rights dispute Employment termination b. First and final level Interest disputes Dispute between unions in one company

58. 58 Structure of IC at the District Court  Judge  Ad-hoc Judge  Junior Registrar  Substitute Registrar

59. 59 Structure of IC at the Supreme Court  Supreme Court Judge  Ad-hoc judge at the Supreme Court  Registrar

60. 60 Ad-hoc Judges  Appointed and terminated by Supreme Court Head.  Consist of at least 5 persons each from labor organization and employers association.  Before being proposed to the President by the Supreme Court, Ad-hoc Judges must obtain approval from the Minister in change of labor matter.

61. 61 Qualification of Ad-hoc Judges  Indonesian.  Believe in one God.  Loyal to Pancasila & 1945 Constitution.  Minimum 30 years old.  Physically healthy.  Reputable, honest, fair and has good conduct.  Minimum Bachelor degree except at Supreme Court level must hold a law degree.  At least 5 years experience in industrial relations.

62. 62 Multiple positions prohibited  Member of State High Institution  Head of Province/Region  Member of DPR/D  Military / police personnel  Civil servant  Management of political party Lawyer Mediator Conciliator Arbitrator Management of trade union Management of employers association

63. 63 Termination of Ad-hoc Judges  Ad-hoc judges are not career judges.  Term of office is limited to 5 years, can be extended to another 5 years.  Due to : Death Resignation Sickness Reaching 62 years old No longer capable to perform tasks Replacement of member of Completion of office term  Terminated without honor due to : Imprisonment for criminal action Neglect duties for 3 months Breaching oath and promise

64. 64 Monitoring of Ad-hoc Judges  Monitored by Head of District Court & Head of Supreme Court.  Not negating or reducing the freedom to examine and resolve the cases.  Intended to make Ad-hoc Judges work more professionally.  Can give warning or guidance.

65. 65 No appeal in the High Court  Decision of IC is intended to be final and binding legal decision.

66. 66 Appeal Process in the Supreme Court  Not all dispute can be appealed to Supreme Court.  Can be appealed : Rights disputes & employment termination.  Can not be appealed : Interest dispute and dispute between unions in a company.

67. 67 Legal proceeding  A valid legal proceeding of IC is similar to civil law proceeding.  Subject to stipulation under Dispute Settlement Act.

68. 68 Hearing  Open to public, unless for certain reasons judge will declare close to public.  7 days after the constitution of the panel hearing will be done.

69. 69 Summon for Witness  Expert witnesses may be summoned for their testimony.  In addition to the summons to witnesses and expert witnesses, the judges shall be authorized to seek clarification from anyone, including the opening of books and the submission of correspondence.

70. 70 Decision Making  Panel of Judges consider : –Laws –Existing agreements –Customs and –Fair sense of justice.  Disputes must be settled within 50 workdays.  Appeal to the Supreme Court must be submitted within 14 workdays.

71. 71 Examining Industrial Dispute  Panel of Judges shall not only consider formal justification, but also material justification.

72. 72 Supreme Court Level  Similar to Panel of Judges at the Court of First Level, at Supreme Court shall consist of 1 Justice and 2 Ad-hoc Judges.  Panel of Judges must make decision within 30 workdays, only on employment termination and interest disputes.

73. 73 Administrative & Criminal Sanctions  Administrative sanction shall cover: –Disciplinary action –Written warning –Temporary revocation as Conciliator and Arbitrator –Permanent Revocation as Conciliator and Arbitrator

74. 74 Disciplinary action  To be imposed to the Mediator and Junior Committee, since both are civil government officials.  The sanction to be imposed is pursuant to the prevailing laws and regulations.

75. 75 Written Warning  To be imposed to the Conciliator for the following reasons : –The Conciliator fails to submit written recommendation after 14 workdays or does not help the parties in making the collective agreement after 3 workdays. –The Arbitrator does not resolve the industrial relation dispute within 30 workdays and during the extension period I.e. at the latest 14 work days or fail to make minutes of investigation.

76. 76 Temporary Revocation  Issued after 3 warning letters.  Temporary revocation is valid for 3 months.

77. 77 Permanent Revocation  After 3 temporary revocations  Proven to have committed a criminal action and abuse the power.

78. 78 Criminal Sanction  Anyone violates the stipulation as mentioned in Art. 12.1, 3, Art. 17.1, 3, Art 90.2, Art. 90.1, 1 shall be liable for criminal sanction of : –Minimum 1 month, maximum 6 month confinement, and/or ; –Fine minimum Rp.10,000,000 and maximum Rp.50,000,000

79. Dispute Settlement Mechanism by Industrial Court Company / Management Dispute Interest, Termination, Among Unions INTEREST AMONG UNIONS Interest & Among Unions Rights, Interest, Termination, Among Unions Bipartite / Negotiation For Consensus Supreme Court APPEAL SUPREME COURT No Consensus TERMINATION, RIGHTS, INTEREST, AMONG UNIONS Conciliation Arbitration Mediation Industrial Court

80. 80 Industrial Court - Procedure 1. Dispute legal action to be submitted to IC. 2. Span of time 1 year for submission. 3. Must be backed up with proper documentation at conciliation or mediation level. 4. Charge may be cancelled at any time. 5. After being replied, charge may be cancelled if approved by the defendant. 6. Court will decide first the rights and interest disputes if employment termination follows the case.

81. 81 Industrial Court - Procedure 7. Union and employers organization may act as Law Counselor. 8. Chairman of IC must have determined the judges. 9. Invitation must be official. 10. Judge may call for witness. 11. Either party does not show up, next court will be in 7 days time. 12. Postponement only 2 x. 13. After officially invited and still not present at the last invitation, charge is regarded as void.

82. 82 Industrial Court - Procedure 14. Not present as per point 12, Board of Judges may make decision without the presence of the defendant. 15. Court opened for public, except Board of Judges decide otherwise. 16. In the first court, the company found not conforming to Act 13/2003, Judge will make interim decision on that day. 17. If interim decision not carried out, Chairman of Judges may instruct confiscation.

83. 83 Industrial Court - Procedure 18. Quick investigation : In emergency cases, either one or both parties may be investigated immediately. Within 7 days request may be approved. In 7 days Board of Judges will make decision. Time limit to answer and evidence shall not exceed 14 days.

84. 84 Penyelesaian perselisihan hubungan industrial berdasarkan UU PPHI Sepakat Tidak Sepakat Sepakat Tidak Sepakat Perjanjian Bersama I. Bipartit II. Mediasi III. Konsiliasi IV. Arbitrase V. PPHI Eksekusi Didaftarkan Ditawarkan Fiat Eksekusi

85. 85 Pembinaan dan Perlindungan Tenaga Kerja 1. Norma keselamatan kerja –Keselamatan kerja yang berhubungan dengan mesin, pesawat, alat kerja, bahan, proses pengolahan, tempat kerja, cara kerja. 2. Norma kesehatan dan hygiene perusahaan –Pemeliharaan kesehatan tenaga kerja Pemberian pengobatan Perawatan Pencegahan penyakit akibat kerja

86. 86 Pembinaan Dan Perlindungan Tenaga Kerja (lanjutan) 3. Norma kerja –Waktu kerja –Istirahat, cuti –Kebersihan –Kesusilaan –Tempat ibadah 4. Ganti kerugian & rehabilitasi –Terhadap kecelakaan/kematian –Cacat

87. 87 Jaminan Sosial Tenaga Kerja  Penyelenggaraan Jaminan Sosial bagi tenaga kerja dan keluarganya diatur dalam program JAMSOSTEK.  Mengatur tentang : kesehatan, iuran dan santunan.

88. 88 Ijin PHK  Setiap PHK harus mendapatkan ijin dari P4D/P4P.  PHK tanpa minta ijin apabila : –PHK dalam masa percobaan. –Pekerja mengajukan pengunduran diri. –Pekerja mencapai usia pensiun. –Berakhirnya KKWT. –Pekerja meninggal dunia

89. 89 Uang Ganti Kerugian  Istirahat tahunan yang belum diambil dan belum gugur.  Ganti kerugian untuk istirahat panjang apabila ada perusahaan memberlakukan.  Biaya repatriasi (pemulangan ketempat asal).  Penggantian perumahan serta pengobatan dan perawatan sebesar 15%.  Lain-lain yang ditetapkan P4D/P4P.

90. 90 PHK dilarang bila :  Pekerja sakit (keterangan dokter) selama tidak melampaui 12 bulan terus menerus.  Pekerja memenuhi kewajiban negara.  Pekerja menjalankan ibadah agama.  Pekerja menikah, hamil, melahirkan atau gugur kandungan.  Pekerja menyusui bayi.  Pekerja mempunyai pertalian darah dengan pekerja lain dalam perusahaan.

91. 91 Penyelesaian PHK  Pengusaha harus mengusahakan jangan terjadi PHK dengan melakukan : –Pembinaan terhadap pekerja –Memperbaiki kondisi perusahaan (efficiency)  Pembinaan dengan cara memberikan peringatan secara tertulis berupa SP I, SP II, SP III masing-masing berlaku 6 bulan.  Pengusaha dapat langsung memberikan SP terakhir apabila : –Pekerja tetap melawan perintah 3 kali berturut-turut. –Pekerja sengaja atau lalai yang berakibat tidak dapat melakukan pekerjaan. –Tidak cakap melakukan pekerjaan. –Melanggar ketentuan.

92. 92 Penyelesaian PHK  Pekerja mendapat SP terakhir, melanggar lagi dapat diPHK.  Pekerja mangkir 5 hari berturut-turut dan telah dipanggil 2 x secara tertulis tanpa keterangan.  Pekerja tidak masuk kerja 5 hari berturut-turut karena mogok, sesuai peraturan perundangan, tidak dapat dinyatakan mangkir.  Sebelum PHK pekerja di-skorsing, upah dibayar sebagaimana biasa.  Pekerja melakukan kesalahan berat, PHK tanpa pesangon, tanpa UPMK tapi mendapat Uang Penggantian Hak dan Uang Pisah yang bersifat optional (kalau ada dalam PKB atau PP).

93. 93 Kesalahan Berat a. Penipuan, pencurian atau penggelapan. b. Memberikan keterangan palsu. c. Mabuk, minuman keras, mengedarkan narkotika. d. Perbuatan asusila. e. Menyerang, menganiaya. f. Membujuk melakukan tindakan melawan hukum. g. Ceroboh atau sengaja merusak. h. Ceroboh atau sengaja membiarkan teman sekerja dalam bahaya kecelakaan kerja. i. Membocorkan rahasia perusahaan. j. Melakukan tindakan yang diancam hukuman lebih dari 5 tahun.

94. 94 Selamat Datang Didunia Human Resources Development & Industrial Relations Management