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This document summarizes Indonesian employment law regarding different types of employment status, including contract workers, permanent workers, daily workers, and outsourcing. It outlines the regulations for establishing employment agreements and contracts, probation periods, maximum contract lengths, notification requirements, and permissible jobs for each status. Employers risk penalties for not complying with government rules on employment. The document concludes with a brief quiz to check understanding of the employment status types and regulations.
This document summarizes Indonesian employment law regarding different types of employment status, including contract workers, permanent workers, daily workers, and outsourcing. It outlines the regulations for establishing employment agreements and contracts, probation periods, maximum contract lengths, notification requirements, and permissible jobs for each status. Employers risk penalties for not complying with government rules on employment. The document concludes with a brief quiz to check understanding of the employment status types and regulations.
This document summarizes Indonesian employment law regarding different types of employment status, including contract workers, permanent workers, daily workers, and outsourcing. It outlines the regulations for establishing employment agreements and contracts, probation periods, maximum contract lengths, notification requirements, and permissible jobs for each status. Employers risk penalties for not complying with government rules on employment. The document concludes with a brief quiz to check understanding of the employment status types and regulations.
NO.13/2003 AND MANPOWER MINISTER DECREE NO.100 YEAR 2004 INTRODUCTION
Types of Employment Status in Indonesia:
1. PKWT/Contract 2. PKWTT / Permanent 3. Daily Worker 4. Outsourcing One additional that stated in the Law: Apprenticeship ( article 21, UU 13/2003)
Note : there will be a quiz after the presentation to check
understanding WORKING RELATIONS ( LAW 13/2003)
1. There is an agreement between both parties.
2. The forms: PKWT (Temporary/limited) PKWTT (Permanent) 3.It can be in : written or verbal 4.There many items in it, such as: job title, conditions, salary, period of contract, etc. 5.Signing by both parties. 6.In line with company regulations ( PP/PKB/CLA) 7.The written contract should be in Bahasa Indonesia. 8.Any cost covered by employer. PKWT/CONTRACT
Contract worker should be based on:
a. Period of date/temporary/maximum 3 years. b. End of certain job. c. In Bahasa Indonesia. d. Made in two languages, any dispute occurred will based on Indonesian language interpretation. e. No probation period. f. For seasonal job. g. For new product/trial product. PKWT/CONTRACT
- Contract is maximum 2 years and can be
extended 1 year. - Employer should inform the staff 7 days in advance before the contract end, if the contract need to be extended. PKWTT/PERMANENT
- PKWTT/permanent with probation period
-Employer is not allowed to pay the staff salary under minimum wage within probation period. -Contract end: employee pass away, resign, court decision, grave Violence that cause termination stated in CLA. DAILY WOKER STATUS
Daily Worker contract can be implemented for a
certain job that has changing time and volume characteristic and the staff paid based on the attendance.
It is valid for employment less than 21 days in a
month, with period of 3 months maximum
It can be extended with break days of minimum 7
days OUTSOURCING UU 13/2003 Company gives part or all job assignment to the other company with memorandum of understanding. a.It must separated with the main business. b.It be done direct or indirect instruction from the employer. c.The term of condition of the staff the same with the employer condition. d.The outsourcing company must be in legal based (PT/Perseroan Terbatas). OUTSOURCING.
Outsourcing using : PKWT/contract system
It should be supporting job/not main job or business It will not disturbing the main business of the first company. APPRENTICESHIP
Based on an agreement between participant
and company Prior approval from government and should completed the apprenticeship curriculum Not giving salary, but in the form of pocket money. Period of contract can be 1 year, and extended only 1 year. There is a test when completing the program. Possibility the company hire the participants after the program. FEW QUESTIONS
What is the RISK for the hotel not follow the
government rules and regulations related to employment ?
Do we have the same perception in handling few
types of staff status in this hotel ?
What is your ideas and suggestions related this
concerns ? QUIZ
True and False :
1.Contract status can be extended more than 2 times. 2.Contract status must follow probation period 3.Contract status can be applied for continuous job 4.Contract status can be extended 1 year only with break 30 days QUIZ
5. No need probation period for permanent staff
6. During probation, company can pay the staff under minimum wages. 7. Contract agreement is made by both parties and can be ended by each party without penalty. 8. Daily worker maximum working 30 days in a month. 9. Daily worker is based on their attendance. 10. No need working agreement if we hire daily walker. QUIZ
11. There is no risk if we hire daily worker more
than 3 months. 12. Outsourcing company must have a legal based in the form of PT 13. All positions in the company can be put into outsourcing company. 14. Spa therapist, pool attendant, gardener and security guards can be in the status of outsourcing SELESAI