Human Resources Development Management Course Human Resources Development Management Understanding Government…

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<p>Intensive Course </p> <p>Human Resources Development </p> <p>Management </p> <p>Understanding Government Regulations </p> <p>UU 21/2000 </p> <p>UU 13/2003 &amp; </p> <p>UU 2/2004 </p> <p>Oleh : </p> <p>Dr.Ir.J.F.X.Susanto.S.MBA.,MM </p> <p>2 </p> <p>Overview (1-2) </p> <p> Peraturan ketenagakerjaan masih sering berubah. </p> <p> Gejolak dan unjuk rasa buruh. </p> <p> Mutu tenaga kerja di Indonesia. </p> <p> Era globalisasi dan pasar bebas. </p> <p> Modal asing dan pertumbuhan ekonomi. </p> <p> Masuknya penduduk usia kerja kelapangan kerja. </p> <p>3 </p> <p>Overview (2-2) </p> <p> Fungsi Hubungan industrial (Industrial Relations) </p> <p> HIP (Hubungan Industrial Pancasila) </p> <p> Sistim multi union diperusahaan </p> <p> Serikat Pekerja, SPTP </p> <p> Bipartite (Pengusaha &amp; SP) </p> <p> Tripartite (Depnaker, APINDO, SPSI) </p> <p>4 </p> <p>Hukum Perburuhan Terakhir </p> <p> UU 21 / 2000 Serikat Pekerja </p> <p> UU 13 / 2003 - Ketenagakerjaan </p> <p> UU 02 / 2004 PPHI (Penyelesaian Perselisihan Hubungan Industrial) </p> <p>5 </p> <p>UU 21 / 2000 - Workers Unionism </p> <p>Chapter I General Definitions </p> <p>Chapter II Statutory Basis, Characteristics and Objectives </p> <p>Chapter III Formation of Unions </p> <p>Chapter IV Membership </p> <p>Chapter V Notification and Recording </p> <p>Chapter VI Rights and Obligations of Unions </p> <p>Chapter VII Protection of the Right to Organize </p> <p>Chapter VIII Finances and Assets </p> <p>Chapter IX Settlement of Disputes Between Unions, Federations and Confederations </p> <p>Chapter X Dissolution of Unions, Federations and Confederations </p> <p>Chapter XI Inspection and Investigation </p> <p>Chapter XII Penalties in Relation to Offences Under the Act </p> <p>Chapter XIII Miscellaneous Regulations </p> <p>Chapter XIV Transitional Arrangements </p> <p>Chapter XV Coming Into Force of the Act </p> <p>6 </p> <p>Law 21/2000 : Workers Union </p> <p> Issued after the ratification of ILO Convention No. 87 concerning Freedom of Association, by President Decree No. 83/1998. </p> <p> Three international issues : </p> <p> Freedom to organization </p> <p> Human Rights (HAM) </p> <p> Environmental </p> <p> There are 15 Chapters, 47 Articles. </p> <p> Established for and by the workers, inside or outside the company for the purpose of protecting and improve the social welfare of the workers. </p> <p> Trade Union is established in one or more companies. </p> <p> Basic principle : not against the Pancasila &amp; UUD 1945. </p> <p>7 </p> <p>Law 21/2000 : Chapter I </p> <p>General Definitions </p> <p> A workers union is an organization which is </p> <p>established from, by and for workers. </p> <p> The term worker / labor is defined as any person </p> <p>who works for a wage or other form of a </p> <p>remuneration package. </p> <p>8 </p> <p>Law 21/2000 : Chapter II Statutory Basis, Characteristics </p> <p>and Objectives </p> <p> Workers union must accept, and their statutory basis must not run against the state ideology of Pancasila and the 1945 Constitution. </p> <p> Union, federation and confederation are obliged to be free, open, independent, democratic and responsible. </p> <p> Functions : negotiation and making of CLA, settlement of disputes, representing workers, defense of the right and interest of their members. </p> <p>9 </p> <p>Law 21/2000 - Chapter III Formation of Unions </p> <p>10 </p> <p>Law 21/2000 - Chapter IV Membership </p> <p> Union, federation and confederation shall be regulated by its constitution. </p> <p> Must not limit or discriminate on the ground of political allegiance, religion, ethnicity or sex. </p> <p> Worker not allowed to join more than one union. </p> <p> Managerial position employees are not allowed to become union officials. </p> <p> A worker may resign or leave his/her union membership by written notification. </p> <p> A union is allowed to be a member of a federation. </p> <p> A federation is allowed to be a member of a confederation. </p> <p>11 </p> <p>Law 21/2000 - Chapter V </p> <p>Notification and Recording </p> <p> Union, federation and confederation must be </p> <p>registered at the local government office. </p> <p> Local government office must keep record of the </p> <p>union, federation and confederation and will issue a </p> <p>record number to the union, federation and </p> <p>confederation within 21 days. </p> <p>12 </p> <p>Law 21/2000 - Chapter VI Rights and Obligations of Unions </p> <p> Registered union has the right : </p> <p>a. To negotiate with the company for CLA. </p> <p>b. To represent workers in industrial dispute settlement </p> <p>c. To represent worker in manpower council and institution. </p> <p>d. To establish institution or conduct labor-related activities in improving workers social welfare. </p> <p>e. To conduct other activities within manpower development provided not contrary to the prevailing regulation. </p> <p> 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. </p> <p>13 </p> <p>Law 21/2000 - Chapter VII Protection of the Right to Organize </p> <p> It is illegal to prevent workers to form a union, joining or leaving a union or carrying out union activities. </p> <p> 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. </p> <p> Employers must allow union committee members or members to participate in union activities as provided under a CLA. </p> <p>14 </p> <p>Law 21/2000 - Chapter VIII </p> <p>Finances and Assets </p> <p> Finances and assets of the Union must be </p> <p>used in line with its constitution. </p> <p> Union officials are accountable for the use of </p> <p>fund and are obliged to keep record. </p> <p> Financial report have to be submitted to the </p> <p>members. </p> <p>15 </p> <p>Law 21/2000 - Chapter IX Settlement of Disputes Between Unions, </p> <p>Federations and Confederation </p> <p> Any industrial dispute is settled under mutual </p> <p>respect. </p> <p> If consensus is not achieved, will be settled </p> <p>according to the prevailing regulation. </p> <p>16 </p> <p>Law 21/2000 - Chapter X </p> <p>Dissolution of Unions, Federations </p> <p>and Confederations </p> <p> Union is dissolved by a decision of the members; the company has closed down resulting termination of employment. </p> <p> The courts may dissolve the union if its statutory is contradictive to Pancasila ideology &amp; UUD 45. </p> <p>17 </p> <p>Law 21/2000 - Chapter XI </p> <p>Inspection and Investigation </p> <p> The inspection officials from Manpower office are functioning to ensure the right to associate and conduct their activities. </p> <p> Besides normal police officers, inspection officials from Manpower Dept. are also functioning to conduct investigation on criminal offense. </p> <p>18 </p> <p>Law 21/2000 - Chapter XII Penalties in Relation to Offences </p> <p>Under the Act </p> <p> The penalties include the revocation of the union registration identity number. </p> <p> 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. </p> <p>19 </p> <p>Law 21/2000 : </p> <p> Chapter XIII Miscellaneous Regulations </p> <p> Government employees have freedom of </p> <p>association. </p> <p> The implementation of this right is to be regulated </p> <p>by separate legislation. </p> <p>20 </p> <p>Law 21/2000 : Chapter XIV Transitional Arrangement </p> <p> Existing Unions have to renew their registration </p> <p>number 1 year at the latest after the issuance of </p> <p>this law. </p> <p> After 1 year re-registration is not fulfilled, will be </p> <p>regarded as no registration. </p> <p>21 </p> <p>Law 21/2000 : </p> <p> Chapter XV- Coming Into Force of the Act </p> <p> This law was issued on 4 August 2000 and came </p> <p>into effect immediately. </p> <p> Signed by the President of Republic of Indonesia, </p> <p>Abdurrahman Wahid. </p> <p>22 </p> <p>UU 13 / 2003 </p> <p>Issued 25 March 2003 </p> <p> Jumlah 18 Bab </p> <p> Jumlah Pasal 193 </p> <p> Kepmen &amp; Kepres yang akan diterbitkan sebanyak </p> <p>42 buah. </p> <p>23 </p> <p>Salient (important parts) of - Act 13 / 2003 </p> <p>1 Work training </p> <p>2 Manpower placement </p> <p>3 Work relations </p> <p>4 Protection, wages and welfare </p> <p>5 Industrial relations </p> <p>6 Lay offs </p> <p>24 </p> <p>Manpower Law - Act 13/2003 </p> <p>Chapter I General Provision </p> <p>Chapter II Principle &amp; Objectives </p> <p>Chapter III Equal opportunity &amp; treatment </p> <p>Chapter IV Manpower Planning &amp; Information </p> <p>Chapter V Training Program </p> <p>Chapter VI Placement of work force </p> <p>Chapter VII Development of job opportunity </p> <p>Chapter VIII Utilization of expatriate </p> <p>Chapter IX Work relationship </p> <p>25 </p> <p>Chapter X Protection, Remuneration &amp; Welfare </p> <p>Chapter XI Industrial Relations </p> <p>Chapter XII Termination of Employment </p> <p>Chapter XIII Supervision and Development </p> <p>Chapter XIV Controlling </p> <p>Chapter XV Investigation </p> <p>Chapter XVI Criminal Provisions and Administrative </p> <p>Sanction </p> <p>Chapter XVII Transition Provision </p> <p>Chapter XVIII Closing Provision </p> <p>Manpower Law - Act 13/2003 </p> <p>26 </p> <p>Termination </p> <p> Termination of Employment : Resignation Retirement / Pension Retrenchment (Redundancy) Dismissal Death </p> <p> Termination for cause : Art. 158 UU 13/2003 Minor fault Grave fault / serious offense </p> <p> Termination benefits : Severance payment (pesangon) Long service payment (uang penghargaan masa kerja) Compensation payment </p> <p> Employment termination permit : P4D (below 10 employees) P4P (above 10 employees) </p> <p>27 </p> <p>Severance Payment (Pesangon) - Act 13/2003 </p> <p>A Service period &lt; 1 year 1 month </p> <p>B Service period 1 year &lt; 2 years 2 months </p> <p>C Service period 2 years &lt; 3 years 3 months </p> <p>D Service period 3 years &lt; 4 years 4 months </p> <p>E Service period 4 years &lt; 5 years 5 months </p> <p>F Service period 5 years &lt; 6 years 6 months </p> <p>G Service period 6 years &lt; 7 years 7 months </p> <p>H Service period 7 years &lt; 8 years 8 months </p> <p>I Service period 8 year or above 9 months </p> <p>28 </p> <p>Service Payment - Act 13/2003 </p> <p>A Service period 3 years &lt; 6 years 2 months </p> <p>B Service period 6 years &lt; 9 years 3 months </p> <p>C Service period 9 years &lt; 12 years 4 months </p> <p>D Service period 12 years &lt; 15 years 5 months </p> <p>E Service period 15 years &lt; 18 years 6 months </p> <p>F Service period 18 years &lt; 21 years 7 months </p> <p>G Service period 21 years &lt; 24 years 8 months </p> <p>H Service period 24 years or longer 10 months </p> <p>29 </p> <p>Compensation Payment Act 13/2003 Art. 156.4 </p> <p> Annual leave not yet taken, and still valid. </p> <p> Transportation cost for repatriation of the employee and family. </p> <p> Housing and medical 15% of the termination and service payment. </p> <p> Others as determined by Industrial Dispute Settlement Committee. </p> <p>30 </p> <p>P4D/P Decision on Termination Settlement - Act 13/2003 </p> <p>No. PHK (Termination) </p> <p>UP (Severance) Art 156.2 </p> <p>UPMK (Service) Art 156.3 </p> <p>GK (Compensation) </p> <p>Art 156.4 </p> <p>1 2 3 4 5 6 7 8 9 10 11 </p> <p>Grave fault Minor mistake Resignation Worker not guilty, but accept PHK Mass PHK, coy close down (force majeur) PHK for efficiency PHK status change, workers refuse to follow new coy. PHK change status, coy does not want the employees. Pension (as per reg.) Pension (no regulation) Death </p> <p>- 1X - </p> <p>2X </p> <p>1X </p> <p>2X 1X </p> <p>2X - </p> <p>2X 2X </p> <p>1X 1X - </p> <p>1X </p> <p>1X </p> <p>1X 1X </p> <p>1X - </p> <p>1X 1X </p> <p>1 X 15% 1 X 15% 1 X 15% 1 X 15% </p> <p> 1 X 15% </p> <p> 1 X 15% 1 X 15% </p> <p>1 X 15% - </p> <p>1 X 15% 1 X 15% </p> <p> 23 </p> <p>Nil SE </p> <p>Men </p> <p>B.600/05 </p> <p>31 </p> <p>List of Minister Decrees to come subsequent to Act 13/2003 </p> <p>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. </p> <p>32 </p> <p>List of Minister Decrees to come subsequent to Act 13/2003 </p> <p>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 &amp; 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. </p> <p>33 </p> <p>List of Minister Decrees to come subsequent to Act 13/2003 </p> <p>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 </p> <p>approval 48/MEN/2004. 37. Art 133 - Procedure of CLA development 38. Art 142 - Legal consequences of illegal workers strike </p> <p>232/MEN/2003. 39. Art 156 Alteration of severance, service and compensation </p> <p>payment of employment termination. 40. Art 178 - Manpower supervision and control. 41. Art 179 - Procedure of report submission of manpower </p> <p>supervision and control. 42. Art 190 Administrative Sanction </p> <p>34 </p> <p>35 </p> <p>UU 02 / 2004 PPHI (Penyelesaian </p> <p>Perselisihan Hubungan Industrial) </p> <p>Definition of industrial relations dispute : </p> <p>Dispute between the company and the worker / union. </p> <p>36 </p> <p>Types of Disputes </p> <p>1. Dispute on rights </p> <p>2. Dispute on interest </p> <p>3. Dispute on employment termination </p> <p>4. Dispute among trade unions within a company </p> <p>37 </p> <p>1. Dispute on Rights </p> <p>Dispute arising from failure to fulfill ones rights </p> <p>due to different understanding or interpretation in </p> <p>the implementation of labor laws, work agreement, </p> <p>company regulations or collective labor agreement. </p> <p>38 </p> <p>2. Dispute on Interest </p> <p>Dispute arising from different opinions or positions </p> <p>on the drafting and/or change of work conditions </p> <p>stipulated in the work agreement, company </p> <p>regulations or collective labor agreement. </p> <p>39 </p> <p>3. Dispute on Employment </p> <p>Termination </p> <p>Dispute arising from different opinions regarding...</p>

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