[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fid-id\u002Fbekerja-di-indonesia\u002Fperjanjian-kerja-bersama\u002Fperjanjian-kerja-bersama-antara-pt-citra-abadi-sejati-dengan-psp-spn-pt-citra-abadi-sejati-2022-2024":3,"menu:\u002Fid-id:":355,"sites:htmlblocks":537,"footer:root":1976,"cite-subsites":2074,"subsites":5637,"cite-footer:root":6114,"suggested:root":6153},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":9,"seo_title":9,"path":10,"content_type":11,"locale":12,"edit_url":13,"breadcrumbs":14,"seo":22,"data":30,"children":335,"content_type_view":336,"extra_breadcrumbs":337,"body":339,"body_blocks":350,"related_pages":354},3679,"perjanjian-kerja-bersama","Perjanjian Kerja Bersama",null,"\u003Cp>Beberapa pilihan Perjanjian Kerja Bersama dari Indonesia dipublikasikan di sini. Anda dapat menemukan teks asli dari Perjanjian Kerja Bersama tersebut, membaca dan menelusuri per bab maupun pasal, menurut topik yang sedang Anda cari.\u003Cbr\u002F>\u003Cbr\u002F>Ketika Anda mengklik pada link Perjanjian Kerja Bersama, halaman akan terbuka: di kolom sebelah kiri pada halaman tersebut berisi teks asli, sedangkan di kolom sebelah kanan, Anda akan menemukan ringkasan dari ketentuan yang ada di Perjanjian Kerja Bersama tersebut.\u003Cbr\u002F>Serikat Buruh\u002FPekerja dan Asosiasi Pengusaha dari Indonesia memberikan kontribusi terhadap pengumpulan data Perjanjian Kerja Bersama.\u003C\u002Fp>","","\u002Fid-id\u002Fbekerja-di-indonesia\u002Fperjanjian-kerja-bersama","collective_agreements.collectiveagreementoverview","id_ID","\u002Fcms\u002Fpages\u002F3679\u002Fedit\u002F",[15,18,21],{"title":16,"slug":17},"Indonesia","id-id",{"title":19,"slug":20},"Bekerja di Indonesia","bekerja-di-indonesia",{"title":6,"slug":5},{"title":6,"description":9,"image":23,"canonical":24,"robots":25,"og_type":26,"twitter_card":27,"locale":17,"created_at":28,"last_modified_at":29},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fid-id\u002Fbekerja-di-indonesia\u002Fperjanjian-kerja-bersama\u002F","index, follow","website","summary_large_image","2025-08-15T15:01:11.360625+02:00","2026-04-02T10:44:09.828831+02:00",{"cba":31,"clauses":42,"details":333,"translations":334},{"id":32,"uid":33,"url":34,"name":35,"locale":12,"override_title":9,"title":36,"browser_title":37,"browser_description":38,"text":39},"perjanjian-kerja-bersama-antara-pt-citra-abadi-sejati-dengan-psp-spn-pt-citra-abadi-sejati-2022-2024","a7ad1da8-27fc-11f1-9370-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Findonesia\u002Fperjanjian-kerja-bersama-antara-pt-citra-abadi-sejati-dengan-psp-spn-pt-citra-abadi-sejati-2022-2024\u002Fperjanjian-kerja-bersama-antara-pt-citra-abadi-sejati-dengan-psp-spn-pt-citra-abadi-sejati-2022-2024\u002F","Perjanjian Kerja Bersama Antara PT. Citra Abadi Sejati Dengan PSP – SPN PT. Citra Abadi Sejati 2022 - 2024","IDN PT. Citra Abadi Sejati - Bogor - 2022","Indonesia - IDN PT. Citra Abadi Sejati - Bogor - 2022","IDN PT. Citra Abadi Sejati - Bogor - 2022 - Industri\u002Fpabrik pengolahan",{"name":40,"data":41},"PT Citra Abadi Sejati 2022-2024.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n \u003Ctitle>New11\u003C\u002Ftitle>\n \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>PERJANJIAN KERJA BERSAMA ANTARA PT. CITRA ABADI SEJATI DENGAN PSP – SPN\nPT. CITRA ABADI SEJATI PERIODE 2022 - 2024\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>PEMBUKAAN\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dengan Rahmat Tuhan Yang Maha Kuasa,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PT Citra Abadi Sejati (untuk selanjutnya disebut PERUSAHAAN), dan Pimpinan\nSerikat Pekerja Serikat Nasional PT Citra Abadi Sejati (untuk selanjutnya\ndisebut PSP SPN) menyadari bahwa untuk menciptakan suasana kerja dan suasana\nberusaha yang aman, tenteram, dan berkelanjutan, diperlukan kepastian dan\nkejelasan tentang syarat-syarat kerja sebagai bagian dari landasan penting agar\ntercapainya Tingkat produktivitas dan profitabilitas yang optimal sesuai dengan\nkaidah-kaidah dan ketentuan peraturan perundangan, metode pengelolaan atau\nmanajemen usaha, serta standar industri yang turut menentukan keberhasilan\nPerusahaan, yang senantiasa berubah dan berkembang.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kepastian tentang syarat-syarat kerja serta hak dan kewajiban masing-masing\npihak, serta kelenturan untuk menyesuaikan diri dengan perubahan dan\nperkembangan dunia usaha diharapkan dapat meningkatkan motivasi dan semangat\nkerja, dan kebersamaan dalam melaksanakan tugas sesuai dengan fungsi\nmasing-masing demi tercapainya visi dan misi Perusahaan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Visi Perusahaan adalah “Menjadi Perusahaan terpercaya dan bertanggung\njawab serta terdepan dalam dunia gaya hidup dan fesyen”. Adapun Misi\nPerusahaan adalah “Kami mendorong keunggulan penuh Hasrat dan kerja sama\ndalam menyediakan Solusi yang inovatif dan menyeluruh”.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Penyusunan Perjanjian Kerja Bersama ini berpedoman pada pokok-pokok pikiran\ntersebut diatas dan dengan dijiwai semangat kerja sama, rasa saling mengerti,\nmenghargai, menghormati dan mempercayai dalam semangat kekeluargaan. Dengan\ndemikian, pencapaian tujuan, visi dan misi Perusahaan sebagaimana dimaksud\ndiatas dapat memberikan kontribusi terhadap tujuan Pembangunan ketenagakerjaan\nIndonesia sebagaimana dimaksud dalam undang-undang ketenagakerjaan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Guna mewujudkan pokok-pokok pikiran tersebut diatas, disusunlah perjanjian\nkerja Bersama yang berdasarkan pada peraturan dan perundang-undangan yang\nberlaku sebagai pedoman dan tata cara menjalin hubungan kerja dalam\nmelaksanakan hak dan kewajiban masing-masing yang berasaskan hubungan\nindustrial Pancasila.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dengan semangat kebersamaan, itikad baik, rasa tanggung jawab dan saling\nmenghormati, maka Perusahaan dan PSP SPN bersepakat untuk melaksanakan isi,\nniat dan tekad yang termaktub dalam Perjanjian Kerja Bersama ini demi\nkeberhasilan dan kelangsungan usaha dan kesejahteraan pemangku kepentingan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dalam hal Perusahaan mengalami kesulitan akibat tekanan keadaan ekonomi\nnasional maupun global atau karena persaingan antar negara yang menempatkan\nIndonesia pada posisi tidak kompetitif maka PSP SPN Bersama-sama dengan\nPerusahaan mengambil Langkah-langkah penyelamatan yang tepat dan dipandang\nperlu oleh Perusahaan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BAB I : KETENTUAN UMUM\u003C\u002Fh2>\n\n\u003Ch3>Pasal 1 : Pihak - Pihak yang mengadakan perjanjian\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Perjanjian Kerja Bersama ini yang selanjutnya disebut PKB, dibuat antara:\u003C\u002Fp>\n\n\u003Cp>I. PT Citra Abadi Sejati, yang berkedudukan di Jalan Raya Kedung Halang No.\n263 Km. 52 Kota Bogor, berbadan hukum dengan akta perubahan nomor 030 tanggal\n18 April 2022, yang selanjutnya disebut Perusahaan. Dengan,\u003C\u002Fp>\n\n\u003Cp>II. PSP SPN PT Citra Abadi Sejati yang terdaftar pada Dinas Sosial Tenaga\nKerja dan Transmigrasi dengan No. pencatatan 01\u002FPSP SPN PT CITRA ABADI SEJATI\nBOGOR\u002F01.03.32\u002FV\u002F2009, yang mewakili anggotanya dan selanjutnya disebut Serikat\nPekerja.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Pasal 2 : Istilah Pengertian\u003C\u002Fh3>\n\n\u003Cp>Dalam Perjanjian Kerja Bersama yang dimaksud dengan:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\u003Col>\n \u003Cli>Perjanjian Kerja Bersama, \n \u003Cp>Adalah perjanjian yang merupakan hasil perundingan antara Perusahaan\n dengan PSP SPN yang memuat syarat-syarat kerja, hak dan kewajiban kedua\n belah pihak sebagaimana yang telah diatur dalam Undang-Undang yang\n berlaku.\u003C\u002Fp>\n \u003C\u002Fli>\n \u003Cli>Perusahaan, \n \u003Cp>Adalah PT Citra Abadi Sejati, yang berbadan hukum dengan Akte perubahan\n 030 tanggal 18 April 2022 dan berkedudukan di Jl. Raya Kedung Halang No.\n 263 Km\u003C\u002Fp>\n \u003C\u002Fli>\n \u003Cli>Pimpinan Perusahaan, \n \u003Cp>Adalah mereka yang karena jabatannya mempunyai tugas memimpin Perusahaan\n atau bagian Perusahaan baik di dalam maupun di luar Perusahaan.\u003C\u002Fp>\n \u003C\u002Fli>\n \u003Cli>Staff Management, \n \u003Cp>Adalah mereka yang karena jabatannya mempunyai tugas membantu pimpinan\n Perusahaan atau bagian dari Perusahaan yang mencakup jabatan Supervisor\n keatas yang melaksanakan tugas dan fungsi Pekerjaan seperti mengatur\n perencanaan kerja dan pengawasan kerja untuk terjaminnya kelancaran proses\n produksi barang atau jasa yang ditetapkan Perusahaan.\u003C\u002Fp>\n \u003C\u002Fli>\n \u003Cli>Serikat Pekerja, \n \u003Cp>Adalah organisasi Pimpinan Serikat Pekerja Serikat Pekerja Nasional (PSP\n SPN) unit kerja PT Citra Abadi Sejati, berdasarkan nomor pencatatan\n pencatatan 01\u002F PSP SPN. PT CITRA ABADI SEJATI BOGOR \u002F 01.03.32 \u002FV\u002F 2009\n pada Kantor Tenaga Kerja Kota Bogor.\u003C\u002Fp>\n \u003C\u002Fli>\n \u003Cli>Pengurus Serikat Pekerja, \n \u003Cp>Adalah anggota Serikat Pekerja yang dipilih dan ditunjuk oleh anggota\n untuk memimpin Serikat Pekerja, berdasarkan surat pengukuhan Dewan Pimpinan\n Cabang SPN Kota Bogor. Bagi pekerja yang karena jabatannya dapat\n menimbulkan pertentangan atau benturan kepentingan antara Perusahaan dan\n Pekerja atau Serikat Pekerja (conflict of interest) tidak boleh menjadi\n pengurus serikat pekerja seperti Pimpinan, jajaran manajemen, HR, dan\n Finance.\u003C\u002Fp>\n \u003C\u002Fli>\n \u003Cli>Anggota Serikat Pekerja, \n \u003Cp>Adalah Pekerja PT Citra Abadi Sejati yang menjadi anggota Serikat\n Pekerja setelah melalui prosedur pendaftaran dan tercatat sebagai anggota\n di PSP SPN. Daftar nama dan nomor keanggotaan tersebut diserahkan PSP SPN\n ke Perusahaan.\u003C\u002Fp>\n \u003C\u002Fli>\n \u003Cli>Pekerja, \n \u003Cp>Adalah Pekerja berkewarganegaraan Indonesia yang mengadakan hubungan\n kerja dan menandatangani perjanjian kerja dengan Perusahaan, yang tidak\n terikat hubungan kerja dengan perubahan lain, dan yang menerima upah\n berdasarkan ketentuan perundangan yang berlaku atau kebijakan Perusahaan\n atau Persetujuan Bersama.\u003C\u002Fp>\n \u003C\u002Fli>\n \u003Cli>Keluarga Pekerja, \n \u003Cp>Adalah seorang isteri\u002Fsuami dan anak-anak Pekerja yang sah maksimal 3\n orang dan belum dewasa, belum mencapai usia 21 tahun, selama masih menjadi\n tanggungan orang tua, belum menikah, belum berpenghasilan dan telah\n terdaftar di bagian Human Resources (HR).\u003C\u002Fp>\n \u003C\u002Fli>\n \u003Cli>Ahli Waris Pekerja, \n \u003Cp>Adalah istri\u002Fsuami, anak-anak atau wali yang sah atau orang lain yang\n ditunjuk oleh pekerja dan terdaftar pada perusahaan, untuk menerima setiap\n haknya apabila Pekerja meninggal dunia. Dalam hal tidak ada penunjukan,\n maka ahli warisnya ditetapkan menurut hukum yang berlaku.\u003C\u002Fp>\n \u003C\u002Fli>\n \u003Cli>Upah, \n \u003Cp>Adalah gaji pokok ditambah tunjangan tetap dan tunjangan tidak tetap\n yang diterima karyawan dan dinyatakan dalam bentuk uang sebagai imbalan\n untuk sesuatu pekerjaan atau jasa yang telah dilaksanakan sepenuhnya,\n dibayarkan atau dinilai dalam bentuk uang yang ditetapkan menurut suatu\n persetujuan atau peraturan Perundang-Undangan atau Perjanjian Kerja antara\n Perusahaan dengan Pekerja. Mengingat jumlah Pekerja yang masif sebagaimana\n lazimnya di perusahaan garment berskala besar, untuk kemudahan administrasi\n dan membantu penerimaan upah Pekerja secara utuh, maka tunjangan tidak\n tetap dibayarkan bersamaan dengan gaji pokok dan tunjangan tetap.\u003C\u002Fp>\n \u003C\u002Fli>\n \u003Cli>Lokasi Perusahaan, \n \u003Cp>Adalah seluruh ruangan, bangunan, lapangan serta halaman sekeliling\n lokasi operasional Perusahaan yang berhubungan dengan kegiatan Perusahaan,\n baik yang menjadi hak milik maupun fasilitas lainnya yang di bawah\n penguasaan Perusahaan.\u003C\u002Fp>\n \u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 3 : Ruang Lingkup Perjanjian\u003C\u002Fh3>\n\n\u003Cp>Perjanjian Kerja Bersama ini pada dasarnya mengatur hal-hal yang bersifat\numum. Namun kedua belah pihak memahami dan mengakui akan adanya hak-hak dan\nkewajiban lainnya dari masing-masing pihak yang diatur atau di lindungi oleh\nundang-undang atau peraturan pemerintah yang berlaku. Kedua belah pihak juga\nmemahami dan bersepakat untuk menerima hal-hal khusus yang diatur dalam\nkebijakan perusahaan selama kebijakan tersebut tidak bertentangan dengan\nperjanjian ini secara utuh dan atau peraturan perundangan yang berlaku.\u003C\u002Fp>\n\n\u003Ch3>Pasal 4 : Kewajiban Pihak Yang Mengadakan Perjanjian\u003C\u002Fh3>\n\u003Col>\n \u003Cli>PERUSAHAAN dan PSP SPN berkewajiban mengadakan sosialisasi dan penjelasan\n kepada Pekerja secara utuh termasuk isi, makna dan pengertian yang lengkap\n tentang Perjanjian Kerja Bersama ini. \n \u003Cp>Perusahaan, PSP SPN dan Pekerja wajib melaksanakan ketentuan yang ada\n dalam PKB ini dengan sebaik-baiknya dan mengedepankan kepentingan bersama\n yang lebih besar serta dengan semangat musyawarah untuk mufakat.\u003C\u002Fp>\n \u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BAB II : PENGAKUAN DAN FASILITAS SERIKAT PEKERJA (PSP SPN)\u003C\u002Fh2>\n\n\u003Ch3>Pasal 5 : Pengakuan Keberadaan dan Wewenang Masing-Masing Pihak\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Perusahaan mengakui bahwa PSP SPN adalah organisasi pekerja yang\n merupakan perwakilan pekerja, baik secara individu maupun secara kolektif,\n berkenaan dengan hal-hal yang menyangkut ketenagakerjaan, hubungan kerja\n dan syarat-syarat kerja dari pekerja yang menjadi anggota Serikat\n Pekerja.\u003C\u002Fli>\n \u003Cli>Perusahaan memberi jaminan terhadap pekerja yang menggunakan haknya untuk\n menjadi anggota Serikat Pekerja, atau terhadap pekerja yang terpilih\n sebagai Pengurus Serikat Pekerja yang sesuai dengan peraturan perundangan\n yang berlaku.\u003C\u002Fli>\n \u003Cli>PSP SPN dan Perusahaan menghormati dan mengakui hak setiap pekerja dalam\n pilihannya untuk menjadi atau tidak menjadi anggota Serikat Pekerja sesuai\n dengan peraturan perundangan yang berlaku.\u003C\u002Fli>\n \u003Cli>PSP SPN mengakui bahwa pengelolaan alokasi sumberdaya, perekrutan dan\n penempatan pekerja, pengawasan dan pengamanan jalannya Perusahaan adalah\n hak prerogatif atau wewenang penuh Perusahaan. PSP SPN dapat memberi saran\n yang terkait dengan hal ini dan akan mendapatkan perhatian yang sepadan\n dari Perusahaan.\u003C\u002Fli>\n \u003Cli>PSP SPN dan Perusahaan bersepakat untuk mendorong terciptanya keselarasan\n dan pencapaian tujuan bersama, yaitu keberhasilan dan kelanggengan usaha\n yang menjadi kepentingan bersama.\u003C\u002Fli>\n \u003Cli>PSP SPN dan Perusahaan bersama-sama bertanggung jawab dalam penegakan\n disiplin kerja, peraturan dan menjaga nama baik Perusahaan.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 6 : Fasilitas Dan Bantuan Kepada Serikat Pekerja\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Perusahaan memberikan fasilitas bagi PSP SPN untuk melaksanakan\n tugas-tugas organisasi dan memberikan kesempatan kepada pekerja yang\n menjabat sebagai Pengurus Serikat Pekerja serta komisaris untuk mengikuti\n kegiatan organisasi.\u003C\u002Fli>\n \u003Cli>Perusahaan memberikan kebijakan menyediakan hanya satu ruangan atau\n kantor dengan peralatan secukupnya yang dipergunakan untuk keperluan PSP\n SPN PT Citra Abadi Sejati.\u003C\u002Fli>\n \u003Cli>Apabila PSP SPN merasa perlu untuk mengadakan rapat penting pada jam\n kerja maka sebelumnya harus mengajukan persetujuan kepada Perusahaan untuk\n menggunakan ruangan yang telah disediakan oleh Perusahaan sepanjang tidak\n mengganggu kegiatan perusahaan.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 7 : Pelaksanaan Tugas Serikat Pekerja\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Atas persetujuan Perusahaan, Pengurus Serikat Pekerja menunjuk satu orang\n pengurus PSP SPN untuk melaksanakan tugas-tugas organisasi secara\n penuh.\u003C\u002Fli>\n \u003Cli>Persetujuan Perusahaan akan diberikan setelah Pengurus Serikat Pekerja\n menyerahkan rencana kerja kegiatan organisasi kepada Perusahaan.\u003C\u002Fli>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cli>Pengurus\u002Fanggota Serikat Pekerja yang mendapat tugas menjalankan kegiatan\n organisasinya tetap mempunyai hak-hak dan kewajiban yang sama seperti\n pekerja lainnya dalam segala hal yang berhubungan dengan kedudukan dan\n tanggung-jawabnya sebagai pekerja di perusahaan.\u003C\u002Fli>\u003C\u002Fdiv>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 8 : Pemungutan Iuran \u002F Dana Untuk Serikat Pekerja\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Perusahaan membantu PSP SPN untuk pemungutan iuran anggotanya melalui\n pemotongan gaji setiap bulannya sebesar 0,5% dari upah minimum Kabupaten\n Bogor yang berpedoman pada AD \u002F ART PSP SPN. \n \u003Cp>Pendistribusian Iuran Serikat Pekerja dilaksanakan sebagai berikut :\u003C\u002Fp>\n \u003Cp style=\"margin-left:2em;\">A. PSP SPN 50%\u003C\u002Fp>\n \u003Cp style=\"margin-left:2em;\">B. DPC SPN 30%\u003C\u002Fp>\n \u003Cp style=\"margin-left:2em;\">C. DPD SPN 10%\u003C\u002Fp>\n \u003Cp style=\"margin-left:2em;\">D. DPP SPN 10%\u003C\u002Fp>\n \u003Cp style=\"margin-left:2em;\">Perusahaan berhak meminta Surat Kuasa dari\n anggota Serikat Pekerja untuk pemotongan iuran dari gajinya.\u003C\u002Fp>\n \u003C\u002Fli>\n \u003Cli>Penyetoran iuran PSP SPN dilaksanakan oleh Bagian Keuangan Perusahaan\n selambat-lambatnya 3 (tiga) hari setelah tanggal pembayaran gaji dan dengan\n memberi perincian daftar nama-nama anggota serta jumlah iuran yang dipotong\n dari gajinya.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BAB III : HUBUNGAN KERJA\u003C\u002Fh2>\n\n\u003Ch3>Pasal 9 : Penerimaan Pekerja\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Penerimaan Pekerja adalah hak prerogatif Perusahaan sebagaimana\n dimaksudkan dalam pasal 5 ayat 4. Penerimaan Pekerja dilaksanakan sesuai\n dengan sistem kebijakan dan prosedur rekrutmen yang berlaku di Perusahaan\n yang berpedoman pada prinsip-prinsip berikut: \n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp style=\"margin-left:2em;\">a. Perusahaan menjunjung tinggi prinsip non\n diskriminatif dengan memberikan kesempatan bekerja yang sama bagi setiap\n calon pekerja yang memiliki kualifikasi jabatan yang diperlukan tanpa\n membedakan ras, agama, etnis, disabilitas fisik dan sejenisnya.\u003C\u002Fp>\u003C\u002Fdiv>\n \u003Cp style=\"margin-left:2em;\">b. Umur minimal 18 (delapan belas) tahun tanpa\n pengalam kerja dapat direkrut dan diikutsertakan dalam program pelatihan\n dan pemagangan.\u003C\u002Fp>\n \u003Cp style=\"margin-left:2em;\">c. Memiliki pendidikan dan pengalaman minimum\n yang diperlukan oleh persyaratan jabatan,\u003C\u002Fp>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-screeningnonstandard\">\u003Cp style=\"margin-left:2em;\">d. Tidak mensyaratkan tes kehamilan dan tes\n HIV\u002FAIDS,\u003C\u002Fp>\n \u003Cp style=\"margin-left:2em;\">e. Calon pekerja tidak pernah diberhentikan\n secara tidak hormat dari salah satu unit usaha Busana Apparel Group.\u003C\u002Fp>\u003C\u002Fdiv>\n \u003C\u002Fli>\n \u003Cli>Sesuai peraturan perundangan ketenagakerjaan yang berlaku status hubungan\n kerja di Perusahaan dikategorikan menjadi dua yaitu : \n \u003Cp style=\"margin-left:2em;\">a. Perjanjian Kerja Waktu Tertentu (PKWT)\u003C\u002Fp>\n \u003Cp style=\"margin-left:2em;\">b. Perjanjian Kerja Waktu Tidak Tertentu\n (PKWTT)\u003C\u002Fp>\n \u003C\u002Fli>\n \u003Cli>Penggolongan status hubungan kerja pada ayat 2 akan ditentukan berbagai\n faktor seperti sifat temporer pesanan pelanggan (customer order), volume\n pekerjaan, sifat siklus musim yang berlaku di negara pelanggan,\n ketersediaan pekerja terampil di pasar tenaga kerja, tingkat kesulitan\n pengembangan kompetensi dan peranan jabatan dalam struktur hirarki\n perusahaan.\u003C\u002Fli>\n \u003Cli>Hubungan kerja diikat dalam suatu Surat Perjanjian Kerja yang\n ditandatangani Pekerja dan Perusahaan sebagai bukti yang sah bahwa Pekerja\n telah membaca, mengerti dan menyetujui sepenuhnya isi Perjanjian Kerja\n termasuk apa yang menjadi hak, kewajiban dan tanggung-jawabnya .\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 10 : Perjanjian Kerja Waktu Tidak Tertentu (PKWTT)\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Pekerja dengan status Perjanjian Kerja Waktu Tidak Tertentu (PKWTT)\n diterima bekerja dengan melalui masa percobaan.\u003C\u002Fli>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cli>Pekerja yang baru wajib menjalani masa percobaan paling lama tiga bulan\n setelah dimulainya hubungan kerja atau sebagaimana ditentukan peraturan\n perundang-undangan yang berlaku.\u003C\u002Fli>\u003C\u002Fdiv>\n \u003Cli>Selama masa percobaan, masing-masing pihak dapat memutuskan hubungan\n kerja secara sukarela.\u003C\u002Fli>\n \u003Cli>Pemutusan hubungan kerja sebagaimana dimaksud pada pasal 11 ayat 2 tidak\n menimbulkan kewajiban bagi Perusahaan untuk membayar ganti rugi, uang pisah\n pesangon atau sejenisnya.\u003C\u002Fli>\n \u003Cli>Setelah menyelesaikan masa percobaan dengan baik dan dinyatakan lulus,\n maka Pekerja ditetapkan sebagai Pekerja tetap melalui surat Pemberitahuan\n Perubahan Kepegawaian atau Personnel Change Notice (PCN).\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 11 : Perjanjian Kerja Waktu Tertentu (PKWT)\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Kebutuhan Perusahaan atas ketenagakerjaan yang tidak dapat diantisipasi\n sebelumnya dan diluar cakupan skenario perencanaan bisnis paling optimis\n dapat dipenuhi melalui mekanisme PKWT sebagaimana diatur dalam ketentuan\n undang-undang dan atau peraturan pemerintah yang berlaku dan atau\n Perjanjian Kerja.\u003C\u002Fli>\n \u003Cli>PKWT hanya dapat dibuat untuk pekerjaan tertentu yang menurut jenis dan\n sifat atau kegiatan pekerjaannya akan selesai dalam waktu paling lama 5\n (lima) tahun dan bersifat tidak tetap.\u003C\u002Fli>\n \u003Cli>Perusahaan akan memberikan uang kompensasi kepada pekerja\u002Fburuh yang\n telah mempunyai masa kerja paling sedikit 1 (satu) bulan secara terus\n menerus.\u003C\u002Fli>\n \u003Cli>Apabila PKWT diperpanjang\u002Fberakhir, maka uang kompensasi dibayarkan\n sesuai dengan peraturan dan perundangan yang berlaku.\u003C\u002Fli>\n \u003Cli>Besaran uang kompensasi diberikan sesuai dengan ketentuan sebagai berikut\n :\u003C\u002Fli>\n\u003C\u002Fol>\n\u003Col>\n\u003C\u002Fol>\n\u003Col>\n\u003C\u002Fol>\n\n\u003Cp style=\"margin-left:4em\">a. PKWT selama 12 (dua belas) bulan secara terus\nmenerus, diberikan sebesar 1 (satu) bulan bulan upah.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">b. PKWT selama 1 (satu) bulan atau lebih tetapi\nkurang dari 12 (dua belas) bulan, dihitung secara proporsional dengan\nperhitungan :\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmi>Masa\u003C\u002Fmi>\n \u003Cmo>_\u003C\u002Fmo>\n \u003Cmi>Kerja\u003C\u002Fmi>\n \u003Cmo>_\u003C\u002Fmo>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmo>_\u003C\u002Fmo>\n \u003Cmn>1\u003C\u002Fmn>\n \u003Cmo>_\u003C\u002Fmo>\n \u003Cmo>(\u003C\u002Fmo>\n \u003Cmi>satu\u003C\u002Fmi>\n \u003Cmo>)\u003C\u002Fmo>\n \u003Cmo>_\u003C\u002Fmo>\n \u003Cmi>bulan\u003C\u002Fmi>\n \u003Cmo>_\u003C\u002Fmo>\n \u003Cmi>upah\u003C\u002Fmi>\n \u003C\u002Fmrow>\n \u003Cmn>12\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">c. PKWT selama lebih dari 12 (dua belas) bulan,\ndihitung secara proporsional dengan perhitungan :\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmi>Masa\u003C\u002Fmi>\n \u003Cmo>_\u003C\u002Fmo>\n \u003Cmi>Kerja\u003C\u002Fmi>\n \u003Cmo>_\u003C\u002Fmo>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmn>1\u003C\u002Fmn>\n \u003Cmo>_\u003C\u002Fmo>\n \u003Cmo>(\u003C\u002Fmo>\n \u003Cmi>satu\u003C\u002Fmi>\n \u003Cmo>)\u003C\u002Fmo>\n \u003Cmo>_\u003C\u002Fmo>\n \u003Cmi>bulan\u003C\u002Fmi>\n \u003Cmo>_\u003C\u002Fmo>\n \u003Cmi>upah\u003C\u002Fmi>\n \u003C\u002Fmrow>\n \u003Cmn>12\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>6. Pada saat perjanjian\u002Fhubungan kerja telah berakhir dengan baik maka\nperusahaan dapat memberikan surat pengalaman atau keterangan kerja.\u003C\u002Fp>\n\n\u003Cp>7. Apabila Pekerja dengan status perjanjian kerja waktu tertentu ditetapkan\nmenjadi Pekerja PKWTT, kepadanya diberikan surat Pemberitahuan Perubahan\nKepegawaian atau Personnel Change Notice (PCN) oleh Perusahaan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Pasal 12 : Alih Daya\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Untuk pekerjaan tertentu perusahaan dapat menggunakan jenis pekerjaan\n alih daya atau outsourcing yang telah mendapatkan izin berusaha yang\n diterbitkan oleh pemerintah pusat.\u003C\u002Fli>\n \u003Cli>Hubungan kerja antara perusahaan alih daya dengan pekerja\u002Fburuh yang\n dipekerjakan didasarkan pada hubungan kerja PKWT atau PKWTT yang dibuat\n secara tertulis.\u003C\u002Fli>\n \u003Cli>Perlindungan hak-hak bagi pekerja\u002Fburuh alih daya menjadi tanggung jawab\n perusahaan alih daya.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BAB IV : PEMAGANGAN, PELATIHAN, PENILAIAN, PROMOSI, MUTASI DAN\nPENGHARGAAN\u003C\u002Fh2>\n\n\u003Ch3>Pasal 13 : Program Pemagangan\u003C\u002Fh3>\n\u003Col>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Cli>Perusahaan bersedia melaksanakan program pemagangan guna mendukung\n pelaksanaan pemagangan Nasional tanpa kewajiban mempekerjakan peserta\n program di Perusahaan.\u003C\u002Fli>\u003C\u002Fdiv>\n \u003Cli>Program pemagangan bertujuan untuk mengembangkan sumber daya manusia\n dalam memperoleh pengetahuan, keterampilan dan sikap kerja yang sesuai\n tuntutan jabatan.\u003C\u002Fli>\n \u003Cli>Bentuk program, jenis pemagangan, jangka waktu, kurikulum, silabus dan\n instruktur akan diatur dengan ketentuan tersendiri setelah dikonsultasikan\n dengan Disnakertrans.\u003C\u002Fli>\n \u003Cli>Jangka waktu pemagangan adalah antara 3 sampai dengan 24 bulan tergantung\n tingkat kesulitan pekerjaan yang harus dikuasai.\u003C\u002Fli>\n \u003Cli>Peserta program pemagangan yang berhasil lulus dengan baik akan diberikan\n sertifikat dan apabila perusahaan ada lowongan sesuai keahliannya maka\n lulusan pemagangan dapat langsung diterima bekerja diperusahaan tanpa\n melalui masa percobaan.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Pasal 14 : Pelatihan\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>Dalam rangka pengembangan sumberdaya manusia dan pemenuhan standar kualitas\ndan produktivitas, Perusahaan dapat mengembangkan dan melaksanakan program\npelatihan. Jenis pelatihan dirancang untuk memenuhi kebutuhan Perusahaan yang\nberagam namun mempunyai kesamaan dalam tujuan yaitu untuk meningkatkan\nproduktivitas dan kualitas kerja, mengembangkan potensi pekerja, meningkatkan\ndisiplin dan mendorong kerjasama antar sesama Pekerja, antar Pekerja dengan\natasan, dan antar departemen yang saling terkait.\u003C\u002Fp>\u003C\u002Fdiv>\n\u003Col>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes_newtech\">\u003Cli>Mengembangkan Pekerja melalui aplikasi sistem dan teknologi yang\n berkaitan dengan pekerjaan, pengayaan (enrichment) dan pendalaman secara\n vertikal maupun pelebaran cakupan (enlargement) secara horizontal dari\n penugasan Pekerja; Mengikutsertakan Pekerja pada program pelatihan internal\n dan eksternal yang diputuskan Perusahaan sebagai sarana pengembangan.\u003C\u002Fli>\u003C\u002Fdiv>\n \u003Cli>Setiap Pekerja wajib mengikuti pelatihan yang diadakan oleh\n perusahaan.\u003C\u002Fli>\n \u003Cli>Pelatihan yang dilakukan di luar jam kerja tidak dihitung sebagai jam\n kerja lembur.\u003C\u002Fli>\n \u003Cli>Pekerja yang dinilai berhasil baik dalam mengikuti pelatihan dan\n penerapan dalam pekerjaan akan diberikan sertifikat kompetensi yang\n ditandatangani oleh pejabat yang berwenang.\u003C\u002Fli>\n \u003Cli>Keberhasilan dalam mengikuti pelatihan dapat digunakan sebagai salah satu\n faktor dalam penilaian kerja (performance appraisal) dan pertimbangan untuk\n promosi.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Pasal 15 : Penilaian Prestasi Kerja\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Perusahaan melakukan penilaian Prestasi Kerja tahunan atau secara berkala\n untuk mengukur dan memberi apresiasi atas keberhasilan kerja,\n mengidentifikasi kebutuhan perbaikan kerja dan\u002Fatau kebutuhan pelatihan\n yang diarahkan untuk meningkatkan prestasi kerja.\u003C\u002Fli>\n \u003Cli>Penilaian prestasi kerja yang dilakukan secara objektif merupakan faktor\n penting dalam pertimbangan promosi, demosi, mutasi atau peninjauan upah\n Pekerja.\u003C\u002Fli>\n \u003Cli>Sistem, metode dan formulir Penilaian Prestasi Kerja diatur secara\n tersendiri yang dapat diubah sesuai dengan kebutuhan Perusahaan .\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Pasal 16 : Coaching (Melatih), Counseling (Menasihati) dan Mentoring\n(Membimbing)\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Coaching, counselling dan mentoring adalah metode atau pendekatan yang\n dapat digunakan untuk melengkapi perangkat dalam sistem Penilaian Prestasi\n Kerja. Para penyelia atau Pekerja yang bertanggung jawab atas kinerja\n Pekerja lainnya diarahkan dan diharapkan untuk dapat mengembangkan\n keterampilan di bidang ini melalui interaksi mereka dengan bawahan setiap\n hari.\u003C\u002Fli>\n \u003Cli>Disamping penggunaan seperti dimaksud pada pasal 15 ayat 1, tujuan\n penerapan coaching, counseling dan mentoring adalah untuk menjalin hubungan\n yang erat, emosional dan efektif antara atasan dan bawahan dalam\n mempersatukan pandangan tentang kebutuhan unit kerja, target kerja,\n mendorong dan membangkitkan motivasi dan semangat kerja.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Pasal 17 : Promosi\u003C\u002Fh3>\n\n\u003Cp>Secara umum kesempatan untuk promosi timbul karena adanya jabatan yang\nkosong. Jabatan kosong bisa timbul karena tindakan kepegawaian internal\n(internal staffing) seperti mutasi dan promosi, atau karena tindakan pemutusan\nhubungan kerja seperti pensiun, berhenti dan diberhentikan. Pengisian jabatan\nyang kosong akan memperhatikan hal-hal sebagai berikut:\u003C\u002Fp>\n\u003Col>\n \u003Cli>Perusahaan akan mengutamakan pengisian jabatan melalui perekrutan\n internal (internal staffing) untuk memberikan kesempatan promosi kepada\n Pekerja.\u003C\u002Fli>\n \u003Cli>Setiap Pekerja yang mempunyai prestasi kerja dan rekam jejak yang baik,\n serta memiliki potensi untuk memenuhi tuntutan jabatan yang lebih tinggi\n akan menjadi prioritas utama Perusahaan sebelum tindakan rekrut eksternal\n dilaksanakan.\u003C\u002Fli>\n \u003Cli>Administrasi promosi seperti penyesuaian golongan, kenaikan gaji dan\u002Fatau\n tunjangan dilakukan sesuai dengan sistem dan prosedur yang telah berjalan\n di bagian Human Resources.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Pasal 18 : Mutasi\u003C\u002Fh3>\n\n\u003Cp>Mutasi adalah sarana pemberdayaan sumber daya manusia dalam rangka\noptimalisasi kinerja unit kerja, atau penempatan tugas yang lebih sesuai dengan\nkemampuan dan keterampilan Pekerja atau sarana pelatihan dan pengembangan\nPekerja. Mutasi dapat terjadi inter- dan antar- departemen serta lokasi kerja\nyang berbeda dalam Unit Bisnis yang sama atau antar Unit Bisnis yang berbeda\nyang dimiliki Busana Apparel Group.\u003C\u002Fp>\n\u003Col>\n \u003Cli>Setiap Pekerja PT Citra Abadi Sejati harus bersedia dimutasikan dimana\n saja dibawah tanggung jawab\u002Fpengawasan Direksi Busana Apparel Group.\u003C\u002Fli>\n \u003Cli>Pemindahan tugas di satu bagian dapat dilaksanakan oleh Kepala Bagian\n yang bersangkutan dengan diketahui oleh Pimpinan Perusahaan melalui\n departemen Human Resources.\u003C\u002Fli>\n \u003Cli>Mutasi antar bagian hanya dilaksanakan dengan persetujuan Pimpinan\n Perusahaan.\u003C\u002Fli>\n \u003Cli>Mutasi antar perusahaan dibawah pengawasan Direksi Busana APparel Group\n hanya dilaksanakan dengan persetujuan Direksi atau disetujui kedua\n pimpinan\u002Funit masing-masing.\u003C\u002Fli>\n \u003Cli>Mutasi dapat mengakibatkan penyesuaian grade dan jabatan dengan tidak\n mengurangi upah sebelumnya.\u003C\u002Fli>\n \u003Cli>Untuk setiap mutasi diberikan Surat Mutasi melalui mekanisme administrasi\n kepegawaian yang berlaku.\u003C\u002Fli>\n \u003Cli>Biaya pemindahan yang wajar akibat dari mutasi tersebut ditanggung oleh\n Perusahaan sesuai dengan kebijakan perusahaan.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Pasal 19 : Penghargaan\u003C\u002Fh3>\n\n\u003Cp>Penghargaan adalah bentuk apresiasi Perusahaan terhadap Pekerja berprestasi\nyang memiliki sifat kekhususan dan nilai signifikan.\u003C\u002Fp>\n\n\u003Cp>Pertimbangan Penghargaan akan didasarkan pada pertimbangan penilaian\nPenghargaan dan dapat diberikan dalam bentuk finansial dan nonfinansial. Karena\nsifat kekhususannya, Penghargaan tidak dapat ditentukan dengan kriteria atau\nindikator yang baku sehingga akan dilaksanakan dengan pertimbangan yang\nseksama. Berikut adalah beberapa contoh sebagai acuan:\u003C\u002Fp>\n\u003Col>\n \u003Cli>Kontribusi dan pengabdian kepada Perusahaan yang dapat menaikkan reputasi\n dan nama baik perusahaan.\u003C\u002Fli>\n \u003Cli>Penemuan metode tertentu yang inovatif sehingga memberikan keunggulan\n kompetitif kepada Perusahaan.\u003C\u002Fli>\n \u003Cli>Sikap dan perilaku yang senantiasa baik dan positif dan dapat memberikan\n inspirasi dan keteladanan bagi Pekerja lainnya.\u003C\u002Fli>\n \u003Cli>Perbuatan ekstraordiner yang berhasil mencegah atau menghindarkan\n Perusahaan dari kerugian, kecelakaan dan bencana, dan sejenisnya\u003C\u002Fli>\n \u003Cli>Ketentuan pelaksanaan dan bentuk-bentuk penghargaan ditetapkan oleh\n perusahaan dan diberitahukan kepada Serikat Pekerja\u003C\u002Fli>\n \u003Cli>Penghargaan diberikan pada saat-saat seperti Hari Ulang Tahun Kemerdekaan\n Republik Indonesia atau pada hari jadi\u002Fulang tahun berdirinya\n Perusahaan.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BAB V : WAKTU KERJA DAN LEMBUR\u003C\u002Fh2>\n\n\u003Ch3>Pasal 20 : Waktu Kerja Dan Istirahat Minggu\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Yang dimaksud dengan waktu kerja adalah waktu Pekerja melakukan pekerjaan\n sesuai dengan isi Perjanjian Kerja Bersama.\u003C\u002Fli>\n \u003Cli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">a. Waktu kerja normal adalah waktu kerja selama 8 (delapan) jam\u002Fhari dan\n 40 (empat puluh) jam\u002Fminggu untuk 5 (lima) hari kerja. \n \u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>b. Atas pertimbangan kepentingan operasional perusahaan maka dengan\n persetujuan jam kerja tersebut di atas (ayat 2.a) dapat berubah menjadi 7\n (tujuh) jam\u002Fhari, 40 (empat puluh) jam\u002Fminggu untuk 6 (enam) hari kerja.\u003C\u002Fp>\n \u003C\u002Fli>\n \u003Cli>Mengingat sifat pekerjaan, jumlah pekerja dan daya tampung kantin, maka\n jam kerja di PT Citra Abadi Sejati, untuk waktu kerja sebagaimana dimaksud\n dalam ayat 2 pasal ini adalah sebagai berikut : \n \u003Cp>a.1. Pekerja yang terkait dengan Kegiatan Produksi untuk 5 hari kerja :\n \u003C\u002Fp>\n \u003Cp>Senin – Jum’at : Jam 07.00 s\u002Fd 16.00 WIB\u003C\u002Fp>\n \u003Cp>a. 2. Pekerja yang terkait dengan Kegiatan Produksi untuk 6 hari kerja\n :\u003C\u002Fp>\n \u003Cp>Senin – Jum’at : Jam 07.00 s\u002Fd 15.00 WIB\u003C\u002Fp>\n \u003Cp>Sabtu : Jam 07.00 s\u002Fd 12.00 WIB\u003C\u002Fp>\n \u003Cp>\u003Cstrong>Istirahat 60 (enam puluh) menit\u003C\u002Fstrong>\u003C\u002Fp>\n \u003Cp>b.1. Pekerja yang terkait dengan kegiatan Kantor dan Biro Umum untuk 5\n hari kerja:\u003Cstrong>\u003C\u002Fstrong>\u003C\u002Fp>\n \u003Cp>Senin – Jum’at : Jam 08.00 s\u002Fd 17.00 WIB\u003C\u002Fp>\n \u003Cp>b.2. Pekerja yang terkait dengan kegiatan Kantor dan Biro Umum untuk 6\n hari kerja:\u003C\u002Fp>\n \u003Cp>Senin – Jum’at : Jam 08.00 s\u002Fd 16.00 WIB\u003C\u002Fp>\n \u003Cp>Sabtu : Jam 08.00 s\u002Fd 13.00 WIB\u003C\u002Fp>\n \u003Cp>\u003Cstrong>Istirahat 60 (enam puluh) menit\u003C\u002Fstrong>\u003C\u002Fp>\n \u003Cp>c. Pekerja Satuan Pengamanan \u002F Satpam\u003Cstrong>\u003C\u002Fstrong>\u003C\u002Fp>\n \u003Cp>- Shift I \u002F pagi : Jam 06.00 s\u002Fd 14.00 WIB\u003C\u002Fp>\n \u003Cp>Istirahat 60 (enam puluh) menit diatur secara bergilir.\u003C\u002Fp>\n \u003Cp>- Shift II \u002F sore: Jam 14.00 s\u002Fd 22.00 WIB\u003C\u002Fp>\n \u003Cp>Istirahat 60 (enam puluh) menit, diatur secara bergilir.\u003C\u002Fp>\n \u003Cp>- Shift III \u002F malam: Jam 22.00 s\u002Fd 06.00 WIB\u003C\u002Fp>\n \u003Cp>Istirahat 60 (enam puluh) menit, diatur secara bergilir.\u003C\u002Fp>\n \u003C\u002Fli>\n \u003Cli>Bagian tertentu, dengan persetujuan Pekerja, Perusahaan dapat mengatur\n jam kerja sesuai dengan peraturan perundangan yang berlaku.\u003C\u002Fli>\n \u003C\u002Fol>\u003Col>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cli>Hari libur mingguan bagi pekerja yang bekerja pada kegiatan yang terkait\n dengan produksi, kantor dan umum, adalah hari Sabtu dan Minggu. Sedangkan\n pekerja yang bekerja berdasarkan rotasi atau shift seperti Satpam, hari\n libur mingguan akan ditetapkan oleh Manager yang bersangkutan.\u003C\u002Fli>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 21 : Kerja Lembur\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Yang dimaksud dengan kerja lembur adalah pekerjaan yang dilakukan di luar\n waktu kerja sesuai yang ditetapkan pada pasal 19 ayat (3), atau kerja yang\n dilakukan pada hari libur resmi pemerintah atau pada hari libur\n mingguan.\u003C\u002Fli>\n \u003Cli>Pelaksanaan kerja lembur hanya dilakukan apabila benar-benar diperlukan\n untuk penyelesaian pekerjaan yang mendesak dan harus diselesaikan dengan\n segera berdasarkan izin\u002Fpersetujuan tertulis pimpinan. Upah lembur untuk\n kerja lembut tanpa izin tertulis Pimpinan tidak akan dibayarkan.\u003C\u002Fli>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\u003Cli>Dalam kondisi tertentu seperti Listrik mati, keterlambatan material,\n kerusakan mesin dan faktor lain di luar kendali Perusahaan yang dapat\n mengakibatkan jadwal pengapalan (shipment) terganggu, maka untuk mencegah\n terjadinya kerugian besar seperti biaya airfreight dan customer penalti\n maka atas persetujuan pekerja pelaksanaan kerja lembur lebih dari 4 jam\n perhari dan maksimum 18 jam lembur dalam satu minggu (diluar jam kerja\n normal 40 jam\u002Fminggu) dapat dilaksanakan.\u003C\u002Fli>\u003C\u002Fdiv>\n \u003Cli>Pembayaran kerja lembur diperhitungkan sesuai dengan ketentuan\n undang-undang dan \u002F atau peraturan pemerintah yang berlaku, sebagai berikut\n : \n \u003Cp style=\"margin-left:2em;\">a. Apabila kerja lembur dilakukan pada hari\n kerja biasa,\u003C\u002Fp>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp style=\"margin-left:2em;\">- Untuk jam lembur pertama dibayar 1,5 x upah\n sejam.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003Cp style=\"margin-left:2em;\">- Untuk jam lembur selebihnya dibayar sebesar\n 2,0 x upah seja.\u003C\u002Fp>\u003C\u002Fdiv>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp style=\"margin-left:2em;\">b. Apabila kerja lembur dilakukan pada hari\n istirahat mingguan atau hari raya resmi,\u003C\u002Fp>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowancetype\">\u003Cp style=\"margin-left:2em;\">- Untuk setiap jam dalam batas 8 (delapan) jam\n dibayar lembur sebesar 2,0 x upah sejam.\u003C\u002Fp>\u003C\u002Fdiv>\n \u003Cp style=\"margin-left:2em;\">- Untuk jam pertama selebihnya 8 (delapan) jam,\n dibayar lembur sebesar 3,0 x upah sejam.\u003C\u002Fp>\n \u003Cp style=\"margin-left:2em;\">- Untuk jam kedua dan seterusnya setelah 8\n (delapan) jam, dibayar lembur 4,0 x upah sejam.\u003C\u002Fp>\n \u003Cp style=\"margin-left:2em;\">c. Apabila kerja lembur dilakukan pada hari\n istirahat mingguan dan\u002Fatau hari libur resmi untuk skema 6 (enam) hari\n kerja 40 (empat puluh) jam seminggu maka :\u003C\u002Fp>\n \u003Cp style=\"margin-left:2em;\">- Perhitungan upah kerja lembur untuk 7 (tujuh)\n jam pertama dibayar 2 (dua) kali upah sejam, dan jam kedelapan dibayar 3\n (tiga) kali upah sejam dan jam lembur kesembilan dan kesepuluh dibayar 4\n (empat) kali upah sejam.\u003C\u002Fp>\n \u003Cp style=\"margin-left:2em;\">- Apabila hari libur resmi jatuh pada hari\n kerja terpendek perhitungan upah lembur 5 (lima) jam pertama dibayar 2\n (dua) kali upah sejam, jam keenam 3 (tiga) kali upah sejam dan jam lembur\n ketujuh dan kedelapan 4 (empat) kali upah sejam.\u003C\u002Fp>\u003C\u002Fdiv>\n \u003Cp style=\"margin-left:2em;\">d. Upah lembur sejam untuk pekerja bulanan\n adalah 1\u002F173 x upah tetap sebulan.\u003C\u002Fp>\n \u003C\u002Fli>\n \u003Cli>Upah lembur hanya dibayarkan kepada Pekerja tingkat operatif dan atau\n yang ditentukan dalam perjanjian kerja.\u003C\u002Fli>\n \u003Cli>Bagi pekerja yang bekerja lembur lebih dari 4 (empat) jam atau lebih akan\n disediakan makan lembur atau dengan pengadaan dalam bentuk lain dengan\n memperhatikan preferensi Pekerja serta kemungkinan flexibilitas peraturan\n yang berlaku.\u003C\u002Fli>\n \u003Cli>Kerja lembur hanya dapat dilaksanakan berdasarkan formulir kerja lembur\n yang ditandatangani Pekerja, pejabat unit operasional dan Human\n Resources.\u003C\u002Fli>\n \u003Cli>Setiap bekerja lembur 4 (empat) jam akan diberikan istirahat selama 30\n menit.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 22 : Hari Besar Resmi Pemerintah\u003C\u002Fh3>\n\u003Col>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cli>Perusahaan mematuhi ketentuan yang mengatur Hari Besar Resmi\n Pemerintah.\u003C\u002Fli>\u003C\u002Fdiv>\n \u003Cli>Dalam keadaan memaksa dimana sebagian, atau bahkan seluruh, kegiatan\n Perusahaan harus dilanjutkan pada saat hari besar resmi, maka bagian-bagian\n yang terlibat didalamnya dinyatakan masuk kerja.\u003C\u002Fli>\n \u003Cli>Pekerja yang masuk kerja pada hari sebagaimana disebut pada ayat 2, upah\n lemburnya diperhitungkan sesuai ketentuan pasal 20 ayat (4) huruf (b)\n tentang perhitungan upah kerja lembur.\u003C\u002Fli>\n \u003Cli>Pada hari besar resmi Pemerintah yang jatuh bukan pada libur mingguan,\n apabila Perusahaan dinyatakan libur, Pekerja mendapat upah.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch2>BAB VI : PENGUPAHAN\u003C\u002Fh2>\n\n\u003Ch3>Pasal 23 : Jabatan dan Pangkat\u003C\u002Fh3>\n\n\u003Cp>Jabatan dan golongan\u002Fgrade Pekerja akan diatur tersendiri sesuai dengan\nkebijakan Perusahaan\u003C\u002Fp>\n\n\u003Ch3>Pasal 24 : Sistem Pengupahan\u003C\u002Fh3>\n\u003Col>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCEONLY_trigger\">\u003Cli>Sistem Pengupahan yang berlaku di perusahaan bertujuan untuk mewujudkan\n pemenuhan penghidupan yang lebih baik bagi Pekerja beserta keluarganya\n sebagaimana dimaksud dalam peraturan perundangan yang berlaku. Perusahaan\n menganut paham sistem kompensasi yang memberi imbalan sepadan dengan\n prestasi kerja yang dikenal dengan sebutan “Pay for Performance”\n sebagaimana diatur dalam sistem penilaian kerja Perusahaan.\u003C\u002Fli>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cli>Upah Pekerja dibayarkan atas dasar perhitungan upah bulanan dan\n perhitungan upah sehari adalah 1\u002F30 x upah sebulan.\u003C\u002Fli>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageamount\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_government\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cli>Perusahaan membayarkan upah minimum atau terendah sesuai ketentuan upah\n minimum yang telah ditetapkan oleh Pemerintah.\u003C\u002Fli>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n \u003Cli>Dalam keadaan memaksa seperti kemerosotan usaha, hambatan kemampuan\n finansial Perusahaan, kenaikan upah minimum yang di luar kelaziman, maka\n Perusahaan akan bermusyawarah dengan PSP SPN untuk mengajukan penundaan ke\n Pemerintah dan memberitahukan kepada seluruh Pekerja.\u003C\u002Fli>\n \u003Cli>Waktu berlakunya Upah Minimum disesuaikan dengan tanggal yang ditetapkan\n oleh Pemerintah.\u003C\u002Fli>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Cli>Perusahaan menyusun struktur dan skala upah dengan memperhatikan\n golongan, jabatan, masa kerja, pendidikan, ruang lingkup tanggung jawab dan\n kompetensi yang diperlukan.\u003C\u002Fli>\u003C\u002Fdiv>\n \u003Cli>Upah terdiri dari komponen sebagai berikut: \n \u003Cp>a. Upah tetap\u003C\u002Fp>\n \u003Cp>- Upah Pokok\u003C\u002Fp>\n \u003Cp>- Tunjangan Jabatan\u003C\u002Fp>\n \u003Cp>- Tunjangan Khusus\u003C\u002Fp>\n \u003Cp>b. Upah tidak tetap\u003C\u002Fp>\n \u003Cp>- Tunjangan Hasil Kerja\u003C\u002Fp>\n \u003Cp>- Tunjangan kemahalan\u003C\u002Fp>\n \u003Cp>- Tunjangan lain-lain\u003C\u002Fp>\n \u003C\u002Fli>\n \u003Cli>Struktur pengupahan bertujuan untuk : \n \u003Cp>a. Memberi nilai finansial terhadap setiap jabatan berdasarkan\n pembobotan atas jabatan seperti pengetahuan dan pendidikan yang diperlukan,\n ketrampilan, keterkaitan dengan pihak lain termasuk internal dan\n eksternal.\u003C\u002Fp>\n \u003Cp>b. Mengatur sistem penempatan Pekerja pada rentang upah yang sesuai\n dengan prestasi kerja berdasarkan sistem penilaian kerja yang berlaku di\n Perusahaan.\u003C\u002Fp>\n \u003Cp>c. Mendorong motivasi Pekerja untuk meningkatkan prestasi kerja melalui\n kepastian struktur pengupahan\u003C\u002Fp>\n \u003Cp>d. Memfasilitasi rasa keadilan pengupahan antar sesama Pekerja karena\n adanya suatu kepastian sistem pengupahan yang lebih transparan.\u003C\u002Fp>\n \u003C\u002Fli>\n \u003Cli>Mengingat pertimbangan teknis administrasi, periode perhitungan upah\n adalah dari tanggal 21 bulan sebelumnya sampai dengan tanggal 20 bulan\n berjalan. Pembayaran upah dilaksanakan pada setiap tanggal akhir bulan,\n atau pada tanggal sebelumnya, apabila tanggal tersebut jatuh pada hari\n libur\u002Flibur resmi pemerintah. Demikian pula, demi pertimbangan teknis\n administrasi, tunjangan tidak tetap akan dibayarkan sama dengan tunjangan\n tetap.\u003C\u002Fli>\n \u003Cli>Pemotongan atas upah dapat dilaksanakan untuk hal-hal sebagai berikut: \n \u003Cp>a. Iuran Program Badan Penyelenggara Jaminan Sosial (BPJS)\u003C\u002Fp>\n \u003Cp>b. Iuran Keanggotaan Serikat Pekerja.\u003C\u002Fp>\n \u003Cp>c. Pembayaran \u002F Iuran Koperasi.\u003C\u002Fp>\n \u003Cp>d. Kelebihan Upah yang terlanjur dibayar.\u003C\u002Fp>\n \u003Cp>e. Kewajiban Pekerja lainnya bilamana ada\u003C\u002Fp>\n \u003Cp>Besarnya potongan akan mengikuti ketentuan peraturan pemerintah yang\n berlaku.\u003C\u002Fp>\n \u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 25 : Pajak Penghasilan 21 (PPh 21)\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Pembayaran Pajak Penghasilan 21 (PPh 21) adalah tanggung jawab setiap\n wajib pasak (warga Negara Indonesia) sebagaimana diatur dalam Undang-undang\n Perpajakan Nomor 36 tahun 2008 tentang Perubahan Keempat atas Undang-undang\n Nomor 7 Tahun 1983 tentang Pajak Penghasilan. Dalam hal Perusahaan\n menerapkan sistem dimana PPh 21 ditanggung oleh perusahaan, hal itu tidak\n berarti dan tidak dapat diartikan bahwa Perusahaan mengambil alih tanggung\n jawab kewajiban pajak Pekerja. Apabila Perusahaan merasa perlu dan\n berkepentingan untuk menyesuaikan dan memulihkan sistem pembayaran pajak\n penghasilan (PPh 21) sebagaimana lazimnya, maka Perusahaan akan\n mengindahkan hak dan tidak akan merugikan Pekerja.\u003C\u002Fli>\n \u003Cli>Pengurusan dan kepemilikan Nomor Pokok Wajib Pajak (NPWP) adalah tanggung\n jawab setiap wajib pajak. Dalam hal Pekerja lalai atau alpa untuk\n memperoleh kartu NPWP, denda atau sanksi karena kelalaian tersebut menjadi\n tanggung jawab Pekerja.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 26 : Kenaikan Upah\u003C\u002Fh3>\n\u003Col>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasefirmperformance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cli>Perusahaan dalam menaikkan upah pekerja berpedoman pada pengaturan upah\n minimum, sistem internal yang mengatur penilaian kinerja, struktur dan\n skala upah, persaingan pasar, dan kemampuan Perusahaan.\u003C\u002Fli>\u003C\u002Fdiv>\u003C\u002Fdiv>\n \u003Cli>Peninjauan upah\u002Fgaji dilakukan satu tahun sekali dengan mengacu pada\n pasal 23 ayat 1, 3, 4, 5, 6 dan 7.\u003C\u002Fli>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonly_detail\">\u003Cli>Sistem Penilaian Prestasi Kerja Perusahaan merujuk pada prinsip “Pay\n for Performance” yang mendorong peningkatan produktivitas dan sarana\n pemenuhan aspirasi karir Pekerja diatur tersendiri dengan memperhatikan\n sistem dan arahan dari kantor pusat perusahaan.\u003C\u002Fli>\u003C\u002Fdiv>\n\u003C\u002Fol>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Pasal 27 : Upah Selama Sakit\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Pekerja tidak masuk karena sakit atau menjalani istirahat sakit\n berdasarkan keterangan Dokter atau Dokter Perusahaan berhak mendapat upah\n pokok. Surat Keterangan Dokter diserahkan ke HR paling lambat 3 (tiga) hari\n dari semenjak pekerja tidak masuk kerja karena sakit.\u003C\u002Fli>\n \u003Cli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">Ketentuan pengupahan karena sakit berkepanjangan sebagaimana diatur dalam\n ketentuan peraturan perundangan adalah sebagai berikut: \n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>a. Untuk 4 (empat) bulan pertama dibayar 100% dari upah sebulan.\u003C\u002Fp>\n \u003Cp>b. Untuk 4 (empat) bulan kedua dibayar 75% dari upah sebulan.\u003C\u002Fp>\n \u003Cp>c. Untuk 4 (empat) bulan ketiga dibayar 50% dari upah sebulan.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n \u003C\u002Fli>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cli>Apabila pekerja sakit melebihi 12 (dua belas) bulan terus menerus, dan\n masih belum sembuh menurut keterangan Dokter, maka atas kesepakatan\n Perusahaan dan PSP SPN dapat diputuskan hubungan kerjanya sesuai dengan\n Undang-undang yang berlaku dengan memanggil terlebih dahulu pekerja\n tersebut.\u003C\u002Fli>\u003C\u002Fdiv>\n \u003Cli>Ketentuan-ketentuan tersebut pada ayat (1) dan (2) pasal ini, tidak\n berlaku bagi pekerja yang menderita penyakit kotor atau penyakit yang\n disengaja oleh pekerja (misalnya : akibat penggunaan obat-obat\n psikotropika, mabuk, percobaan bunuh diri dan lain sebagainya), sedangkan\n mengenai sakit karena hubungan kerja, akan diatur tersendiri sesuai dengan\n ketentuan BPJS Ketenagakerjaan yang akan disesuaikan dengan perubahan\n program dan badan pengelola program sebagaimana ditentukan peraturan\n perundangan.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Pasal 28 : Izin Tidak Masuk Kerja Dengan Mendapatkan Upah\u003C\u002Fh3>\n\u003Col>\n \u003Cli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">Perusahaan memberikan izin\u002Fdispensasi meninggalkan pekerjaan dengan\n mendapat upah pokok untuk : \n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp style=\"margin-left:2em;\">a. Pernikahan pekerja sendiri: 3 hari\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp style=\"margin-left:2em;\">b. Pernikahan Anak Pekerja: 2 hari\u003C\u002Fp>\n \u003Cp style=\"margin-left:2em;\">c. Khitanan Anak Kandung Pekerja: 2 hari\u003C\u002Fp>\n \u003Cp style=\"margin-left:2em;\">d. Baptis Anak Pekerja: 2 hari\u003C\u002Fp>\u003C\u002Fdiv>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp style=\"margin-left:2em;\">e. Meninggal Dunia Istri \u002F Suami \u002FAnak Pekerja\n \u002F Menantu: 2 hari\u003C\u002Fp>\n \u003Cp style=\"margin-left:2em;\">f. Meninggal Dunia Orang Tua \u002F Mertua Pekerja:\n 2 hari\u003C\u002Fp>\u003C\u002Fdiv>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp style=\"margin-left:2em;\">g. Istri Melahirkan \u002F Gugur kandungan: 2\n hari\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n \u003Cp style=\"margin-left:2em;\">h. Anggota Keluarga dalam satu rumah yang\n meninggal: 1 hari\u003C\u002Fp>\n \u003Cp style=\"margin-left:2em;\">i Menunaikan kewajiban kepada Pemerintah dan\n Ibadah Agama selama waktu yang diperlukan\u003C\u002Fp>\u003C\u002Fdiv>\n \u003C\u002Fli>\n \u003Cli>Untuk memperoleh ijin seperti tersebut dalam ayat 1 sub a,b,c, dan d\n pasal ini, pekerja yang bersangkutan diharuskan mengajukan permohonan izin\n tidak masuk kerja 6 (enam) hari sebelumnya, untuk sub e,f,g, dan h pasal\n ini, diberitahukan pada waktunya, dan untuk sub i pasal ini, 1 (satu) bulan\n sebelumnya.\u003C\u002Fli>\n \u003Cli>Semua permohonan pada ayat 1 pasal ini harus disertai dengan surat\n keterangan yang sah.\u003C\u002Fli>\n \u003Cli>Dokumen yang diperlukan untuk pelaksanaan ayat 2 dan 3 pasal ini yang\n telah ditandatangani Manager \u002F atasan yang berwenang diserahkan ke bagian\n HR.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Pasal 29 : Ijin Meninggalkan Pekerjaan Dengan Mendapatkan Upah\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Meninggalkan Pekerjaan sebelum berakhir jam kerja dan memenuhi prosedur\n pulang cepat untuk urusan pribadi, urusan umum dengan ijin Perusahaan maka\n mendapatkan upah sesuai dengan jam efektif pekerja bekerja\u003C\u002Fli>\n \u003Cli>Yang dimaksud dengan urusan pribadi : \n \u003Cp>a. Ada panggilan dari keluarga untuk urusan-urusan yang penting dan\n mendadak (keluarga sakit, istri melahirkan, keluarga meninggal dunia,\n dsb)\u003C\u002Fp>\n \u003C\u002Fli>\n \u003Cli>Yang dimaksud dengan urusan umum adalah : \n \u003Cp>a. Pergi meninggalkan pekerjaan untuk memenuhi panggilan instansi\n Pemerintah dengan memberikan atau menunjukkan bukti Surat Panggilan\n tersebut.\u003C\u002Fp>\n \u003Cp>b. Mempergunakan hak pilih dalam pemilu, dengan menunjukkan surat hak\n pilih\u003C\u002Fp>\n \u003Cp>c. Hal-hal lain yang disetujui oleh Perusahaan\u003C\u002Fp>\n \u003C\u002Fli>\n \u003Cli>Apabila tidak memenuhi Pasal 28 Ayat 1, 2 dan 3 maka dianggap mangkir dan\n tidak mendapatkan upah\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 30 : Tidak Masuk Kerja (Mangkir)\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Pekerja yang tidak masuk kerja tanpa ijin atau alasan yang tidak benar,\n dinyatakan mangkir dari pekerjaan.\u003C\u002Fli>\n \u003Cli>Pekerja yang tidak masuk kerja dalam waktu 5 (lima) hari berturut-turut\n tanpa keterangan yang sah dan telah dipanggil melalui surat panggilan 2\n (dua) kali pihak pekerja tidak mengindahkan maka yang bersangkutan dianggap\n telah mengundurkan diri secara sepihak.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 31 : Upah Dalam Masa Tahanan\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Bagi Pekerja yang ditahan pihak berwajib karena diduga melakukan tindak\n pidana, Perusahaan tidak wajib membayar upah tetapi wajib memberikan\n bantuan kepada keluarga pekerja yang menjadi tanggungannya dengan ketentuan\n sebagai berikut : \n \u003Cp style=\"margin-left:2em;\">a. Untuk 1 orang tanggungan : 25% dari upah\u003C\u002Fp>\n \u003Cp style=\"margin-left:2em;\">b. Untuk 2 orang tanggungan : 35% dari upah\u003C\u002Fp>\n \u003Cp style=\"margin-left:2em;\">c. Untuk 3 orang tanggungan : 45% dari upah\u003C\u002Fp>\n \u003Cp style=\"margin-left:2em;\">d. Untuk 4 orang tanggungan : 50% dari upah\u003C\u002Fp>\n \u003C\u002Fli>\n \u003Cli>Bantuan sebagaimana dimaksud dalam ayat (1) diberikan untuk paling lama 6\n bulan terhitung sejak hari pertama ditahan oleh pihak yang berwajib.\u003C\u002Fli>\n \u003Cli>Perusahaan dapat melakukan pemutusan hubungan kerja terhadap pekerja yang\n setelah 6 bulan tidak dapat melakukan pekerjaan sebagaimana mestinya karena\n dalam proses perkara pidana sebagaimana yang dimaksud dalam ayat (1).\u003C\u002Fli>\n \u003Cli>Dalam hal pengadilan memutuskan perkara pidana sebelum masa 6 bulan\n sebagaimana dimaksud dalam ayat (3) berakhir dan pekerja dinyatakan tidak\n bersalah, maka Perusahaan wajib mempekerjakan pekerja kembali.\u003C\u002Fli>\n \u003Cli>Dalam hal pengadilan memutuskan perkara pidana sebelum masa 6 bulan\n sebagaimana dimaksud dalam ayat (3) berakhir dan pekerja dinyatakan\n bersalah, maka Perusahaan dapat melakukan pemutusan hubungan kerja kepada\n pekerja yang bersangkutan.\u003C\u002Fli>\n \u003Cli>Pemutusan hubungan kerja sebagaimana yang dimaksud dalam ayat (3) dan\n ayat (5) dilakukan tanpa penetapan lembaga penyelesaian perselisihan\n hubungan industrial.\u003C\u002Fli>\n \u003Cli>Pemutusan hubungan kerja sebagaimana yang dimaksud dalam ayat (3) dan\n ayat (5) di atas dilaksanakan sesuai dengan peraturan perundangan yang\n berlaku.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Pasal 32 : Upah di Luar Tanggungan Perusahaan Keadaan Memaksa (Force\nMajeure)\u003C\u002Fh3>\n\n\u003Cp>Keadaan memaksa yang melumpuhkan kegiatan perusahaan akibat fenomena alam,\ngejolak sosial dan bencana yang terjadi diluar kendali Perusahaan atau kejadian\nsejenis yang dikategorikan sebagai “Force Majeure” dinyatakan sebagai hari\ntidak kerja. Dalam keadaan seperti ini, Pekerja tidak berhak atas upahnya\nbeserta penghasilan-penghasilan lainnya akibat kejadian seperti dibawah ini:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a. Peperangan dan akibatnya,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b. Kebakaran yang berakibat luas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c. Bencana alam dan akibatnya.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">d. Bencana teknik dan akibatnya yang menimbulkan\nkerusakan fatal.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">e. Huru-hara dan akibatnya.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">f. Kerusakan yang berakibat fatal yang terjadi\nkarena hal-hal yang diluar kemampuan perusahaan, seperti : Sabotase.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">g. Pemogokan atau unjuk rasa yang tidak sesuai\nprosedur dan peraturan perundangan yang berlaku.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">h. Hal-hal lain yang ditetapkan oleh Pemerintah.\u003C\u002Fp>\n\n\u003Ch3>Pasal 33 : Upah Pada Waktu Tidak Ada Pekerjaan Dan Uang Tunggu\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Apabila pada suatu saat tidak ada pekerjaan yang harus dikerjakan oleh\n seseorang pekerja, maka pekerja tersebut harus bersedia mengerjakan\n pekerjaan lain yang ditugaskan Perusahaan dengan upah sesuai dengan yang\n biasa diterimanya.\u003C\u002Fli>\n \u003Cli>Bilamana pekerja tidak mendapatkan pekerjaan karena : \n \u003Cp>a. Kerusakan mesin, gangguan listrik dan lain sebagainya yang\n mengakibatkan kegiatan produksi tidak berjalan\u003C\u002Fp>\n \u003Cp>b. Berhentinya kegiatan produksi sehingga Perusahaan harus merumahkan\n karyawan.\u003C\u002Fp>\n \u003Cp>c. Pengurangan produksi\u002Fjam kerja karena kelesuan pemasaran sebagai\n akibat situasi ekonomi Nasional dan Internasional.\u003C\u002Fp>\n \u003Cp>d. Upah akan dibayar sesuai dengan peraturan perundangan yang\n berlaku.\u003C\u002Fp>\n \u003C\u002Fli>\n \u003Cli>Untuk menjaga keseimbangan pengalokasian tenaga kerja maka keadaan yang\n seperti dimaksud pada ayat 2 diprioritaskan pada Pekerja yang mempunyai hak\n cuti untuk menggunakan haknya.\u003C\u002Fli>\n \u003Cli>Batasan waktu maksimal untuk merumahkan ditentukan dalam rapat bipartite\n antara Perusahaan dengan PSP SPN.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch2>BAB VII : CUTI TAHUNAN, CUTI HAMIL, DAN CUTI HAID\u003C\u002Fh2>\n\n\u003Ch3>Pasal 34 : Cuti Tahunan\u003C\u002Fh3>\n\u003Col>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysfixed\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cli>Setiap Pekerja yang telah bekerja selama 12 (dua belas) bulan terus\n menerus, terhitung sejak dipekerjakan dan memenuhi syarat perhitungan hari\n kerjanya, berhak atas cuti tahunan selama 12 (dua belas) hari dengan\n mendapatkan upah. Hari libur resmi yang jatuh pada saat Pekerja menggunakan\n hak cutinya akan ditambahkan pada jumlah hari cuti. Akan tetapi jumlah hari\n Cuti Bersama, baik yang ditetapkan oleh Pemerintah maupun ditentukan oleh\n Perusahaan akan dikurangkan dari Cuti Tahunan.\u003C\u002Fli>\u003C\u002Fdiv>\u003C\u002Fdiv>\n \u003Cli>Untuk menggunakan hak cuti tahunan, paling lambat seminggu sebelumnya\n permohonan cuti sudah harus diajukan dan disetujui oleh pimpinan.\n Pengecualian dapat diberikan dalam keadaan mendadak atau memaksa setelah\n mempertimbangkan kebutuhan operasi.\u003C\u002Fli>\n \u003Cli>Hak cuti sebagaimana dimaksud pada ayat 1, harus digunakan setelah\n timbulnya hak tersebut pada tahun bersangkutan paling sedikit separuh dari\n jumlah hak cuti, dan sisanya dapat ditangguhkan pada tahun berikutnya.\u003C\u002Fli>\n \u003Cli>Pekerja yang tidak mengambil cuti tahunan dengan persetujuan perusahaan\n dapat diakumulasikan dengan cuti berikutnya paling lama dua tahun.\u003C\u002Fli>\n \u003Cli>Dalam hal pekerja telah mengajukan untuk menggunakan hak cuti yang\n terancam gugur tetapi oleh Perusahaan ditolak karena alasan operasional,\n maka Pekerja akan mendapatkan kompensasi hak cuti tahunan dalam bentuk\n uang. Jumlah cuti tahunan yang dapat dikompensasikan dalam bentuk uang akan\n dibicarakan oleh bagian HARI dengan departemen bersangkutan dengan batasan\n jumlah kumulatif sisa cuti yang ditangguhkan dan yang akan timbul melampaui\n 18 hari.\u003C\u002Fli>\n \u003Cli>Atas dasar pertimbangan kepentingan perusahaan, atasan dapat mengatur\n pengambilan cuti pekerja.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 35 : Cuti Melahirkan dan Gugur Kandungan\u003C\u002Fh3>\n\u003Col>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cli>Pekerja wanita hamil wajib melakukan pemeriksaan ke klinik Perusahaan\n yang akan mencatat dan memantau perkembangannya. Hasil pemeriksaan\n diserahkan Pekerja pada pimpinannya dengan melampirkan surat keterangan\n dari dokter \u002F bidan untuk mengetahui Hari Perkiraan Lahir (HPL)\u003C\u002Fli>\u003C\u002Fdiv>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cli>Pekerja wanita yang akan melahirkan berhak atas cuti melahirkan selama\n 1,5 (satu setengah) bulan sebelum saatnya melahirkan dan 1,5 (satu\n setengah) bulan sesudah melahirkan menurut perhitungan dokter kandungan\n atau bidan.\u003C\u002Fli>\u003C\u002Fdiv>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cli>Pekerja wanita yang mengalami keguguran kandungan berhak memperoleh\n istirahat\u002Fcuti gugur kandungan selama 1,5 (satu setengah) bulan atau sesuai\n dengan Surat Keterangan Dokter atau Bidan.\u003C\u002Fli>\u003C\u002Fdiv>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cli>Pekerja wanita yang menjalani cuti melahirkan atau cuti gugur kandungan\n berhak mendapat upah.\u003C\u002Fli>\u003C\u002Fdiv>\n \u003Cli>Pekerja wanita yang menggunakan cuti melahirkan harus mengajukan\n permohonan cuti melahirkan terlebih dahulu kepada pimpinan disertai surat\n keterangan dokter kandungan \u002F bidan yang merawatnya selambat-lambatnya\n seminggu sebelumnya, kecuali mengalami gugur kandungan pada hari itu juga,\n atau selambat-lambatnya 3 (tiga) hari sesudah gugur kandungan.\u003C\u002Fli>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingfacilities\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cli>Perusahaan menyediakan tempat\u002Fruangan khusus dan memberi kesempatan bagi\n pekerja wanita untuk memerah ASI di tempat kerja.\u003C\u002Fli>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n \u003Cli>Penggunaan alat kontrasepsi atau tidak adalah hak atau pilihan sukarela\n dari setiap pekerja.\u003C\u002Fli>\n \u003Cli>Apabila terjadi penyimpangan dari ayat 1 maka pekerja yang bersangkutan\n wajib mengajukan permohonan tertulis dan segala risiko atas penyimpangan\n tersebut menjadi tanggung jawab pekerja sepenuhnya.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 36 : Cuti Haid\u003C\u002Fh3>\n\u003Col>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-menstruationleave\">\u003Cli>Pekerja perempuan yang dalam masa haid merasakan sakit dan memberitahukan\n kepada perusahaan, tidak wajib bekerja pada hari pertama dan kedua waktu\n haid dengan mendapat upah.\u003C\u002Fli>\u003C\u002Fdiv>\n \u003Cli>Pekerja yang hendak mengajukan cuti haid tersebut harus memberitahukan\n kepada pimpinan dengan melampirkan surat keterangan dari dokter\u002Fbidan.\u003C\u002Fli>\n \u003Cli>Pekerja wanita yang istirahat haid tanpa memberitahukan atau menunjukkan\n surat keterangan dari dokter \u002F bidan dianggap mangkir dan tidak berhak\n menerima upah untuk hari itu.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 37 : Izin Menunaikan Ibadah Haji \u002F Keagamaan\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Perusahaan memberikan Izin \u002F dispensasi kepada Pekerja yang telah\n memiliki masa kerja sekurang-kurangnya 12 (dua belas) bulan untuk\n melaksanakan ibadah keagamaan\u002FHaji selama waktu yang diperlukan, dengan\n mendapatkan upah.\u003C\u002Fli>\n \u003Cli>Untuk melaksanakan ibadah keagamaan\u002FHaji, Pekerja menggunakan hak cuti\n tahunannya ditambah dengan waktu yang diperlukan atas persetujuan\n Perusahaan.\u003C\u002Fli>\n \u003Cli>Untuk keperluan menunaikan ibadah keagamaan\u002FHaji tersebut, Pekerja harus\n menyampaikan permohonan tertulis selambat-lambatnya 1 (satu) bulan\n sebelumnya dengan melampirkan bukti tanda pendaftaran dan jadwal\n keberangkatan.\u003C\u002Fli>\n \u003Cli>Ketentuan tersebut ayat (1), ayat (2) dan ayat (3) hanya akan diberikan 1\n (satu) kali selama masa kerja di Perusahaan.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch2>BAB VIII : JAMINAN SOSIAL DAN KESEJAHTERAAN PEKERJA\u003C\u002Fh2>\n\n\u003Ch3>Pasal 38 : BPJS Ketenagakerjaan\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Perusahaan mengikutsertakan setiap pekerja pada Program BPJS\n Ketenagakerjaan meliputi Jaminan Kematian (JK), Jaminan Kecelakaan Kerja\n (JKK), Jaminan Hari Tua (JHT) dan Pensiun, sesuai dengan ketentuan\n Peraturan Perundangan yang berlaku\u003C\u002Fli>\n \u003Cli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">Perusahaan bersama Pekerja wajib membayar iuran atas penyelenggaraan\n Program BPJS Ketenagakerjaan sebagai berikut: \n \u003Cp>- Perusahaan (dari upah tetap) :\u003C\u002Fp>\n \u003Cp>- Jaminan Kecelakaan Kerja (JKK): 0,24%\u003C\u002Fp>\n \u003Cp>- Jaminan Kematian (JK): 0,30%\u003C\u002Fp>\n \u003Cp>- Jaminan Hari Tua (JHT): 3,70%\u003C\u002Fp>\n \u003Cp>- Pensiun : 2%\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n \u003Cp>Pekerja (dari upah tetap) :\u003C\u002Fp>\n \u003Cp>- Jaminan Hari Tua (JHT) : 2,00%\u003C\u002Fp>\n \u003Cp>- Pensiun : 1%\u003C\u002Fp>\n \u003C\u002Fli>\n \u003Cli>Untuk melaksanakan pembayaran iuran BPJS Ketenagakerjaan, Perusahaan\n berwenang untuk melakukan pemotongan upah dari Pekerja yang bersangkutan.\n Apabila Pekerja dalam menjalankan pekerjaannya atau dalam perjalanan dari\n tempat tinggal pekerja ke tempat kerja dan atau dari tempat kerja ke tempat\n tinggal pekerja mendapatkan kecelakaan kerja, maka penyelenggara BPJS\n Ketenagakerjaan akan memberikan ganti kerugian sesuai dengan ketentuan\n peraturan perundangan yang berlaku sebagai berikut : \n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>a. Biaya pengangkutan \u002F ambulan dari tempat kecelakaan ke rumah sakit\n atau ke rumah pekerja.\u003C\u002Fp>\n \u003Cp>b. Biaya perawatan (rawat inap) dan pengobatan.\u003C\u002Fp>\n \u003Cp>c. Biaya pemakaman.\u003C\u002Fp>\n \u003Cp>d. Tunjangan kecelakaan kerja.\u003C\u002Fp>\u003C\u002Fdiv>\n \u003C\u002Fli>\n \u003Cli>Mengingat kepentingan pihak Pekerja, sementara pembayaran klaim sesuai\n ayat (3) belum diterima dari penyelenggara BPJS Ketenagakerjaan, maka\n segala biaya pengangkutan\u002Fambulan, perawatan dan pengobatan ditanggung\n terlebih dahulu oleh Perusahaan.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 39 : BPJS Kesehatan\u003C\u002Fh3>\n\u003Col>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cli>Perusahaan mengikutsertakan pekerja beserta keluarganya (seorang\n istri\u002Fsuami\u002Fbeserta 3 orang anak yang sah) melalui mekanisme BPJS Kesehatan\n yang diselenggarakan oleh BPJS Kesehatan\u003C\u002Fli>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n \u003Cli>Perusahaan bersama Pekerja wajib membayar iuran atas penyelenggaraan\n Program BPJS Kesehatan sebagaimana diatur peraturan perundangan sebagai\n berikut : \n \u003Cp>a. Perusahaan : 4% (dari upah tetap)\u003C\u002Fp>\n \u003Cp>b. Pekerja : 1% (dari upah tetap)\u003C\u002Fp>\n \u003C\u002Fli>\n \u003Cli>Untuk melaksanakan pembayaran iuran BPJS Kesehatan, Perusahaan berwenang\n untuk melakukan pemotongan upah dari Pekerja yang bersangkutan.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 40 : Jaminan Kehilangan Pekerjaan\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Jaminan Kehilangan Pekerjaan yang selanjutnya disingkat JKP adalah\n jaminan sosial yang diberikan kepada pekerja\u002Fburuh yang mengalami pemutusan\n hubungan kerja berupa manfaat uang tunai, akses informasi pasar kerja dan\n pelatihan kerja.\u003C\u002Fli>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-unemploymentfund\">\u003Cli>Pekerja\u002Fburuh yang telah ikut berbagi program jaminan BPJS\n Ketenagakerjaan akan secara otomatis menjadi peserta program JKP begitu PP\n Nomor 37 Tahun 2021 diundangkan dan berlaku.\u003C\u002Fli>\u003C\u002Fdiv>\n \u003Cli>BPJS Ketenagakerjaan akan memberikan bukti kepesertaan ke pekerja\u002Fburuh\n dan sertifikat kepesertaan ke pengusaha.\u003C\u002Fli>\n \u003Cli>Iuran program JKP wajib dibayarkan setiap bulan sebesar 0,46% dari upah\n bulanan pekerja\u002Fburuh dengan rincian 0,22% dibayarkan oleh pemerintah.\n Sisanya dibayar oleh sumber pendanaan JKP yang merupakan rekomposisi dari\n iuran JKK o,14% dan JKM 0,1%\u003C\u002Fli>\n \u003Cli>Manfaat JKP yang dapat diperoleh pekerja\u002Fburuh adalah : Uang tumani,\n akses informasi pasar kerja dan pelatihan kerja.\u003C\u002Fli>\n \u003Cli>Manfaat JKP diberikan kepada pekerja\u002Fburuh yang mengalami pemutusan\n hubungan kerja, baik untuk hubungan kerja berdasarkan perjanjian kerja\n waktu tidak tertentu maupun perjanjian kerja waktu tertentu.\u003C\u002Fli>\n \u003Cli>Manfaat JKP bagi peserta yang mengalami pemutusan hubungan kerja\n dikecualikan untuk alasan pemutusan hubungan kerja karena : \n \u003Cp>a. Mengundurkan diri\u003C\u002Fp>\n \u003Cp>b. Cacat total tetap\u003C\u002Fp>\n \u003Cp>c. Pensiun\u003C\u002Fp>\n \u003Cp>d. Meninggal dunia\u003C\u002Fp>\n \u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 41 : Sumbangan Duka Cita\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Apabila Pekerja atau keluarga pekerja meninggal dunia, Perusahaan\n memberikan sumbangan penguburan yang jumlahnya sebagai berikut:\u003C\u002Fli>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cli>Pekerja meninggal dunia diberikan sumbangan Rp. 500.000,-(seratus lima\n puluh ribu rupiah).\u003C\u002Fli>\u003C\u002Fdiv>\n \u003Cli>Suami\u002FIstri\u002FAnak meninggal dunia diberikan sumbangan Rp.225.000 – (Dua\n ratus dua puluh lima ribu rupiah) dan kain kafan Rp.150.00,- (seratus lima\n puluh ribu rupiah).\u003C\u002Fli>\n \u003Cli>Uang sumbangan tersebut ayat (1) sub a pasal ini adalah diluar yang\n diterima dari BPJS.\u003C\u002Fli>\n \u003Cli>Untuk Sumbangan Duka Cita seperti dimaksud pada pasal ini, Pekerja\n melampirkan Surat Keterangan Kematian dari instansi yang berwenang.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 42 : Tunjangan Hari Raya Keagamaan\u003C\u002Fh3>\n\u003Col>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusdate\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-oncerise_detail_txt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-oncerise_detail\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cli>Perusahaan memberikan tunjangan hari raya keagamaan kepada Pekerja,\n sesuai dengan ketentuan peraturan Pemerintah yang berlaku. Pembayarannya\n dilakukan selambat-lambatnya 7 (tujuh) hari sebelum hari raya\n keagamaan.\u003C\u002Fli>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n \u003Cli>Perhitungan tunjangan hari raya keagamaan ditentukan oleh masa kerja\n sebagai berikut: \n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonustype2\">\u003Cp>a. Masa kerja 1 bulan atau lebih tetapi kurang dari 1 tahun, besarnya\n tunjangan hari raya diberikan secara proporsional.\u003C\u002Fp>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusperc1\">\u003Cp>b. Masa kerja 1 tahun keatas, besarnya tunjangan hari raya 1 (satu)\n bulan upah tetap.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n \u003Cp>c. Pekerja berdasarkan Perjanjian Kerja Waktu Tertentu (PKWT) yang\n berakhir sebelum hari raya keagamaan tidak berhak atas THR\u003C\u002Fp>\n \u003Cp>d. Pekerja yang hubungan kerjanya berdasarkan Perjanjian Kerja Waktu\n Tidak Tertentu (PKWTT) yang keluar terhitung sejak 30 (tiga puluh) hari\n sebelum Hari Raya Keagamaan, berhak atas THR\u003C\u002Fp>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusdate_date\">\u003Cp>e. Hari Raya Keagamaan Idul Fitri ditetapkan sebagai dasar pembayaran\n THR.\u003C\u002Fp>\u003C\u002Fdiv>\n \u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 43 : Sumbangan Kelahiran\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Bagi Pekerja yang telah memiliki masa kerja sedikitnya 1 (satu) tahun,\n Perusahaan memberikan sumbangan kelahiran anak pertama sampai dengan anak\n ketiga, masing-masing sebesar Rp 200.000,- (dua ratus ribu rupiah)\u003C\u002Fli>\n \u003Cli>Untuk mendapatkan sumbangan kelahiran anak sebagaimana dimaksud ayat (1),\n Pekerja mengajukan kepada Perusahaan bukti kelahiran dari instansi yang\n berwenang dan bukti perkawinan yang sah menurut peraturan perundangan yang\n berlaku.\u003C\u002Fli>\n \u003Cli>Dalam hal suami istri bekerja di PT Citra Abadi Sejati, maka istri yang\n berhak memperoleh sumbangan kelahiran.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Pasal 44 : Olahraga, Kesenian dan Rekreasi\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Perusahaan memberikan fasilitas untuk kegiatan olahraga, kesenian,\n hiburan, rekreasi atau kegiatan lainnya untuk membantu memberi kebugaran\n pada pekerja pada saat-saat tertentu yang dapat disesuaikan dengan kegiatan\n perayaan nasional atau perayaan yang dilakukan Perusahaan.\u003C\u002Fli>\n \u003Cli>Jenis dan kegiatan fasilitas sebagaimana dimaksud pada ayat 1\n dilaksanakan melalui pembentukan komite-komite di bawah koordinasi bersama\n oleh PSP SPN dan HR.\u003C\u002Fli>\n \u003Cli>Komite yang dibentuk dari kalangan Pekerja merancang dan mengajukan\n program yang penyelenggaraannya disesuaikan dengan kegiatan operasional dan\n kemampuan Perusahaan sehingga tidak mengganggu jalannya proses\n produksi.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Pasal 45 : Koperasi Pekerja\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Perusahaan memberikan fasilitas tempat, peralatan serta bantuan untuk\n kegiatan koperasi Pekerja.\u003C\u002Fli>\n \u003Cli>Didalam melaksanakan kegiatan koperasi Pekerja, Pengurus koperasi wajib\n memberikan laporan sekurang-kurangnya enam bulan sekali kepada Perusahaan\n dan PSP SPN.\u003C\u002Fli>\n \u003Cli>Perusahaan membantu koperasi Pekerja dengan memotong upah anggota\n koperasi untuk simpanan wajib dan tagihan koperasi lainnya sampai batas\n pemotongan yang diijinkan Perusahaan, sesuai dengan data yang disampaikan\n oleh koperasi Pekerja.\u003C\u002Fli>\n \u003Cli>Apabila kegiatan koperasi telah menyimpang dari tujuan yang telah diatur\n dalam AD\u002FART sesuai ketentuan perundangan dan telah menimbulkan\n permasalahan atau mengganggu jalannya kegiatan Perusahaan, maka Perusahaan\n berhak untuk menghentikan segala bantuan kepada koperasi.\u003C\u002Fli>\n \u003Cli>Pengurus koperasi wajib untuk menyelenggarakan Rapat Anggota Tahunan\n (RAT) di hadapan anggotanya minimal satu tahun sekali.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 46 : Makan dan Minum\u003C\u002Fh3>\n\u003Col>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Cli>Perusahaan menyediakan fasilitas kantin, makan dan minum untuk Pekerja\n pada waktu istirahat kerja, dengan menu yang memenuhi standar kalori dan\n harga paket yang ditetapkan Perusahaan.\u003C\u002Fli>\u003C\u002Fdiv>\n \u003Cli>Mengingat pertimbangan kepentingan kerja, bagi Pekerja yang bekerja pada\n shift produksi dan rotasi shift, istirahat untuk makan minum diatur secara\n bergilir\u002Fbergantian.\u003C\u002Fli>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvoucherstype2\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvoucherstype1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cli>Bagi Pekerja yang melaksanakan ibadah puasa Ramadhan, penggantian uang\n makan dapat diberikan dalam bentuk uang yang akan dibayarkan bersamaan\n dengan pembayaran gaji atau dalam bentuk natura.\u003C\u002Fli>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n \u003Cli>Pekerja yang bekerja pada shift III diberikan extra fooding.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BAB IX : PAKAIAN SERAGAM KERJA, PERLENGKAPAN KERJA DAN KESELAMATAN\nKERJA\u003C\u002Fh2>\n\n\u003Ch3>Pasal 47 : Pakaian Seragam Kerja\u003C\u002Fh3>\n\n\u003Cp>Pada hakikatnya, pakaian seragam kerja dimaksudkan sebagai perangkat\nidentitas Pekerja untuk berbagai kepentingan, antara lain untuk membantu\npengamanan lokasi kerja dari pihak yang tidak berkepentingan menyusup masuk ke\nlokasi kerja Perusahaan. Pakaian seragam kerja tidak dimaksudkan sebagai bagian\nremunerasi dalam bentuk natura. Dengan perkembangan teknologi yang telah mampu\nmemenuhi segala macam perangkat identitas yang terintegrasi dengan sistem\nmanajemen informasi Perusahaan, maka pengadaan pakaian seragam kerja akan\ndiprioritaskan pada profesi yang secara universal menggunakan pakaian seragam\nseperti tenaga pengaman Perusahaan (security guards) dan tenaga medis atau\nsejenisnya.\u003C\u002Fp>\n\n\u003Ch3>Pasal 48 : Alat-alat Keselamatan Kerja\u003C\u002Fh3>\n\u003Col>\n \u003Cli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">Perusahaan menyediakan alat-alat keselamatan kerja untuk melindungi\n Pekerja dari ancaman dan bahaya kecelakaan kerja sesuai dengan tuntutan\n pekerjaan, antara lain: \n \u003Cp>a. Masker.\u003C\u002Fp>\n \u003Cp>b. Pakaian Kerja khusus.\u003C\u002Fp>\n \u003Cp>c. Sepatu khusus.\u003C\u002Fp>\n \u003Cp>d. Kacamata khusus.\u003C\u002Fp>\n \u003Cp>e. Sarung tangan khusus.\u003C\u002Fp>\n \u003Cp>f. Alas kaki karet (rubber mat) atau alat-alat keselamatan kerja lain\n yang dibutuhkan, sesuai dengan sifat atau faktor keselamatan\n pekerjaannya.\u003C\u002Fp>\u003C\u002Fdiv>\n \u003C\u002Fli>\n \u003Cli>Pekerja diwajibkan untuk menggunakan alat-alat keselamatan kerja yang\n telah disediakan Perusahaan selama menjalankan tugasnya, apabila alat-alat\n keselamatan kerja tidak digunakan maka dianggap sebagai pelanggaran yang\n dapat dikenakan sanksi surat peringatan\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 49 : Panitia Pembina Keselamatan dan Kesehatan Kerja (P2K3)\u003C\u002Fh3>\n\u003Col>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cli>Perusahaan membentuk Panitia Pembina Keselamatan, Kesehatan dan\n Lingkungan Kerja (P2K3) (Safety Committee) berdasarkan Undang-Undang No.\n 1\u002F1970 Bab VI Pasal 10.\u003C\u002Fli>\u003C\u002Fdiv>\n \u003Cli>P2K3 sebagai wadah kerjasama perusahaan dalam hal memberikan rekomendasi\n keselamatan dan kesehatan kerja.\u003C\u002Fli>\n \u003Cli>Pembentukan P2K3 mengedepankan segi kemanfaatan terhadap Pekerja dan\n perusahaan daripada sekedar pemenuhan persyaratan formal.\u003C\u002Fli>\n \u003Cli>Anggota komite dapat dibebaskan dari tugas kerjanya untuk melaksanakan\n program dan kegiatan P2K3.\u003C\u002Fli>\n \u003Cli>Perusahaan berkewajiban melengkapi sarana dan peralatan yang diperlukan\n untuk menunjang kegiatan P2K3.\u003C\u002Fli>\n \u003Cli>Serikat Pekerja bersama-sama dengan Perusahaan berkewajiban untuk\n memberdayakan dan mengoptimalkan fungsi P2K3.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 50 : Kesempatan Ibadah\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Perusahaan memberikan kesempatan kepada Pekerja untuk melakukan\n ibadah.\u003C\u002Fli>\n \u003Cli>Dengan memperhatikan kelancaran produksi, Pekerja dapat melaksanakan\n sholat secara bergiliran \u002F bergantian.\u003C\u002Fli>\n \u003Cli>Pekerja dilarang menyalahgunakan waktu ibadah \u002F sholat untuk kepentingan\n lain seperti: tidur di ruang musholla \u002F masjid, melakukan kegiatan lain\n selain tujuan beribadah yang merugikan Perusahaan dsb.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch2>BAB X : PROSEDUR PENYELESAIAN KELUH KESAH\u003C\u002Fh2>\n\n\u003Ch3>Pasal 51 : Keluhan Dan Pengaduan\u003C\u002Fh3>\n\u003Col>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-direct_participation_trigger\">\u003Cli>Apabila Pekerja mendapatkan perlakuan yang tidak adil atau tidak wajar\n serta bertentangan dengan Perjanjian Kerja Bersama, maka pekerja tersebut\n dapat mengadukannya kepada atasannya langsung, Human Resources, dan Serikat\n Pekerja. atau sarana yang tersedia seperti kotak saran\u003C\u002Fli>\u003C\u002Fdiv>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-direct_participation_hrs\">\u003Cli>Setiap permasalahan keluh-kesah harus diusahakan semaksimal mungkin untuk\n dapat diselesaikan secara Bipartit ditingkat paling lini, yaitu antara\n Pekerja dan atasan dengan pendampingan Serikat Pekerja dengan HR bila\n dirasa perlu.\u003C\u002Fli>\u003C\u002Fdiv>\n \u003Cli>Apabila keluh-kesah tidak dapat diselesaikan secara Bipartit pada tingkat\n seperti dimaksud pada ayat 2, maka penyelesaiannya dapat ditingkatkan pada\n jenjang hierarki berikutnya sampai tingkat tertinggi pimpinan operasional\n pabrik.\u003C\u002Fli>\n \u003Cli>Apabila seluruh upaya secara Bipartit tidak berhasil menemukan solusi,\n maka masalah keluh-kesah diselesaikan dengan mengacu kepada Undang-Undang\n Ketenagakerjaan yang berlaku.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 52 : Kotak Saran\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Perusahaan menyediakan Kotak Saran sebagai sarana komunikasi yang\n konstruktif dari Pekerja pada Perusahaan.\u003C\u002Fli>\n \u003Cli>Saran, usulan dan pendapat pekerja akan menjadi masukan berharga dan\n bahan pertimbangan bagi Perusahaan untuk menindaklanjutinya.\u003C\u002Fli>\n \u003Cli>Setiap pekerja yang memberikan saran\u002Fpendapat melalui Kotak Saran harus\n menuliskan permasalahannya secara jelas dan penuh tanggung jawab.\u003C\u002Fli>\n \u003Cli>Pembukaan Kotak Saran dilakukan secara bersama-sama antara Perusahaan\n dengan Serikat Pekerja.\u003C\u002Fli>\n \u003Cli>Identitas pemberi saran akan dijamin kerahasiaannya.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch2>BAB XI : PERATURAN TATA TERTIB\u003C\u002Fh2>\n\n\u003Ch3>Pasal 53 : Tata Tertib Kerja\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Untuk menjamin adanya ketertiban dalam Perusahaan, ketentuan yang harus\n dilaksanakan dan ditaati oleh setiap Pekerja, maka Perusahaan bersama PSP\n SPN menetapkan Peraturan dan Tata Tertib Kerja.\u003C\u002Fli>\n \u003Cli>Setiap Pekerja akan menerima Peraturan Tata Tertib Kerja pada waktu\n dimulainya hubungan kerja.\u003C\u002Fli>\n \u003Cli>Sebagai bukti pernyataan kesanggupan mentaati dan melaksanakan Peraturan\n Tata Tertib Kerja, pekerja menandatangani Surat Perjanjian Kerja.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 54 : Kewajiban-Kewajiban Umum\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Setiap Pekerja wajib memperhatikan kepentingan perusahaan terhadap anasir\n luar yang bermaksud tidak baik terhadap kepentingan Perusahaan sesuai\n dengan kemampuannya.\u003C\u002Fli>\n \u003Cli>Setiap pekerja wajib bersikap dan berperilaku sopan di lingkungan\n perusahaan, baik terhadap atasan maupun terhadap sesama Pekerja;\n mengindahkan dan mematuhi peraturan-peraturan yang berlaku di\n perusahaan.\u003C\u002Fli>\n \u003Cli>Demi menjaga kesehatan sesama pekerja dan masyarakat sekitarnya, jika\n perusahaan memandang perlu, maka pekerja harus bersedia diperiksa oleh\n Dokter yang ditunjuk oleh Perusahaan, dan mentaati petunjuk-petunjuk yang\n diberikan oleh Dokter tersebut.\u003C\u002Fli>\n \u003Cli>Pekerja wajib segera melaporkan perubahan-perubahan status\n kekeluargaannya (bujang, kawin, cerai, kelahiran anak) serta perubahan\n alamat tempat tinggal ke bagian HR dengan melengkapi dokumen resmi.\u003C\u002Fli>\n \u003Cli>Pekerja dilarang menjalankan usaha-usaha seperti memungut pembayaran dari\n orang lain, mengedarkan daftar sokongan, menempelkan poster, menjual\n barang-barang dagangan dan sebagainya di lingkungan Perusahaan tanpa seizin\n Pimpinan Perusahaan.\u003C\u002Fli>\n \u003Cli>Pekerja diwajibkan memegang teguh rahasia terhadap siapapun, mengenai\n segala sesuatu yang telah diketahui tentang hal ikhwal perusahaan, dalam\n arti kata seluas-luasnya menurut penafsiran pimpinan perusahaan, misalnya :\n hal-hal mengenai produksi, cara kerja mesin, penemuan baru, gambar-gambar,\n size spec, kontrak-kontrak para supplier dan Buyers.\u003C\u002Fli>\n \u003Cli>Pekerja tidak diperkenankan melakukan perbuatan-perbuatan yang\n mencemarkan kepercayaan umum terhadap Perusahaan, atau menodai nama baik\n Perusahaan atau melakukan sesuatu yang merugikan Perusahaan.\u003C\u002Fli>\n \u003Cli>Pekerja tidak dibenarkan menyelewengkan nama baik Perusahaan atau\n menyalahgunakan jabatan untuk kepentingan diri sendiri atau untuk orang\n lain dengan menerima atau menuntut sesuatu imbalan, atau menjanjikan\n sesuatu untuk kepentingan pribadi atau pihak lain.\u003C\u002Fli>\n \u003Cli>Pekerja tidak diperkenankan mengajukan permohonan pendaftaran “Hak\n Paten” atau permohonan hal lain, menulis karangan, menerbitkan buku,\n mengadakan ceramah di depan umum mengenai tugas pekerjaan yang\n dipertanggung jawabkan kepadanya tanpa mendapat izin dari Perusahaan.\u003C\u002Fli>\n \u003Cli>Pekerja berkewajiban untuk segera mempertanggungjawabkan pembayaran\n kewajiban Perusahaan pada pihak ketiga yang ditugaskan kepadanya pada hari\n kerja yang sama, atau paling lambat pada awal jam kerja keesokan\n harinya.\u003C\u002Fli>\n \u003Cli>Pekerja yang melakukan perjalanan dinas, pelatihan, pendidikan atau\n sejenisnya yang diizinkan Perusahaan, dan menerima sejumlah uang untuk\n keperluan perjalanan dinas tersebut, wajib mempertanggungjawabkan dan\n menyelesaikan persyaratan administratif dengan menyerahkan bukti-bukti\n pengeluaran yang sah.\u003C\u002Fli>\n \u003Cli>Pelanggaran terhadap kewajiban tersebut diatas dapat dikenakan sanksi\n berupa surat peringatan sampai dengan tindakan pemutusan hubungan kerja\n sesuai peraturan dan perundangan yang berlaku .\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Pasal 55 : Pokok-Pokok Kewajiban Pekerja\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Pekerja berkewajiban untuk melaksanakan secara pribadi pekerjaan yang\n ditugaskan kepadanya dengan sebaik-baiknya.\u003C\u002Fli>\n \u003Cli>Menjalankan prosedur kerja dan perintah atasan dalam melaksanakan\n pekerjaan dengan sebaik-baiknya dan penuh tanggung jawab.\u003C\u002Fli>\n \u003Cli>Jika dianggap perlu oleh pimpinan perusahaan, setiap pekerja dapat\n diminta untuk melakukan pekerjaan lain dari pada pekerjaan sehari-hari\n dalam batas-batas kewajaran.\u003C\u002Fli>\n \u003Cli>Dalam melaksanakan pekerjaannya, kualitas hasil kerja dan\n petunjuk-petunjuk cara bekerja diikuti dengan seksama.\u003C\u002Fli>\n \u003Cli>Pekerja berkewajiban untuk selalu memperlakukan barang milik Perusahaan\n dengan hati-hati dan mencegah pemborosan waktu dan material\u002FAsset\n Perusahaan.\u003C\u002Fli>\n \u003Cli>Setiap Pekerja diwajibkan mulai bekerja tepat pada waktunya, dan tidak\n dibenarkan meninggalkan pekerjaan sebelum waktunya. Apabila terjadi hal-hal\n khusus yang menyimpang dari ketentuan diatas, maka pekerja diwajibkan\n memperoleh izin terlebih dahulu dari atasannya.\u003C\u002Fli>\n \u003Cli>Khusus bagi pekerja yang masuk shift, harus sudah siap sedia di tempat\n kerja masing-masing, saat jam kerja akan dimulai atau serah terima tugas\n dimulai \u002F dilakukan.\u003C\u002Fli>\n \u003Cli>Selama dalam area perusahaan setiap pekerja wajib mengenakan kartu\n identitas karyawan dan berpakaian kerja dengan rapi dan sopan.\u003C\u002Fli>\n \u003Cli>Petugas yang ditunjuk berhak memeriksa tiap pekerja pada saat keluar\n masuk area perusahaan secara wajar.\u003C\u002Fli>\n \u003Cli>Pemeriksaan Jam Kerja : \n \u003Cp>a. Setiap pekerja harus keluar masuk area perusahaan melalui pintu yang\n telah ditetapkan dan memakai tanda pengenal.\u003C\u002Fp>\n \u003Cp>b. Untuk mengadakan pengawasan terhadap kehadiran pekerja di tempat\n kerja dan waktu berakhirnya bekerja, diwajibkan melakukan absensi sesuai\n dengan sistem yang diberlakukan oleh Perusahaan secara pribadi, tidak\n diwakilkan atau mewakili orang lain.\u003C\u002Fp>\n \u003Cp>c. Untuk ketertiban dan keakuratan data, pekerja wajib melakukan absensi\n kehadiran dan kepulangan dengan sarana peralatan absensi seperti sidik jari\n (finger print) :\u003C\u002Fp>\n \u003Cul>\n \u003Cli>Saat pekerja datang dan pulang kerja harus melakukan absensi dengan\n cara finger print sendiri dan memastikan fingerprint berhasil di tempat\n yang telah disediakan.\u003C\u002Fli>\n \u003Cli>Apabila pekerja tidak melakukan finger print atau pekerja tidak\n memastikan finger berhasil maka pekerja tersebut dianggap tidak hadir\n atau tidak masuk kerja.\u003C\u002Fli>\n \u003Cli>Apabila terjadi kerusakan mesin finger atau listrik mati maka pekerja\n melakukan absensi manual dengan cara tanda tangan di bagian masing -\n masing \n \u003Cp>d. Pekerja yang tidak hadir ditempat kerja pada waktu jam kerja\n mulai, dinyatakan sebagai terlambat kerja. Pekerja yang terlambat tidak\n diijinkan masuk kerja sebelum ada izin dari atasan\u002Fkepala bagian.\u003C\u002Fp>\n \u003Cp>e. Apabila pekerja akan pulang sebelum jam kerja berakhir karena\n tugas perusahaan, sakit atau ada kepentingan pribadi yang mendesak,\n harus mendapat ijin dari kepala bagian.\u003C\u002Fp>\n \u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>Setiap pekerja dalam waktu bekerja dilarang melakukan pekerjaan yang\n bukan tugasnya kecuali atas perintah\u002Fijin pimpinan perusahaan.\u003C\u002Fli>\n \u003Cli>Setiap pekerja dalam waktu bekerja dilarang melakukan pekerjaan untuk\n pihak lain.\u003C\u002Fli>\n \u003Cli>Setiap pekerja dilarang menyelewengkan nama perusahaan atau tugas\u002Fjabatan\n untuk kepentingan diri sendiri atau orang lain dengan menerima atau\n menuntut suatu imbalan atau menjanjikan sesuatu untuk mencari keuntungan\n Pribadi\u003C\u002Fli>\n \u003Cli>Setiap pekerja dilarang minum-minuman keras, mabuk ditempat kerja,\n membawa, menyimpan, menyalahgunakan obat-obat terlarang, narkotika\n (narkoba) dan sejenisnya di tempat kerja.\u003C\u002Fli>\n \u003Cli>Setiap pekerja dilarang melakukan segala macam perjudian, penganiayaan\n fisik, bertengkar atau berkelahi dengan sesama pekerja \u002F pimpinan di\n lingkungan perusahaan.\u003C\u002Fli>\n \u003Cli>Setiap pekerja dilarang melakukan perbuatan yang melanggar norma-norma\n kesusilaan di lingkungan perusahaan.\u003C\u002Fli>\n \u003Cli>Setiap pekerja dilarang membawa senjata api\u002Fsenjata tajam yang tidak ada\n hubungan dengan tugasnya dalam lingkungan perusahaan.\u003C\u002Fli>\n \u003Cli>Melaporkan kepada Pimpinan Perusahaan mengenai setiap peristiwa serta\n perbuatan yang dapat menimbulkan bahaya dan atau merugikan Perusahaan pada\n kesempatan pertama.\u003C\u002Fli>\n \u003Cli>Mencegah dan menghindarkan diri dari penyalahgunaan alat-alat dan\n perlengkapan milik Perusahaan yang bukan untuk keperluan Perusahaan.\u003C\u002Fli>\n \u003Cli>Menjunjung tinggi nilai-nilai kode etik yang berlaku di Perusahaan, baik\n tertulis maupun tidak, yang telah diakui sebagai nilai nilai yang hidup di\n Perusahaan.\u003C\u002Fli>\n \u003Cli>Pelanggaran ayat tersebut diatas akan dikenakan sanksi surat peringatan\n dan khusus ayat 12 s\u002Fd 17 dikenakan tindakan pemutusan hubungan kerja\n sesuai dengan Pasal 59 ayat (2).\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Pasal 56 : Tata Tertib Keselamatan, Kesehatan Kerja dan Lingkungan Hidup\n(K3L)\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Setiap Pekerja harus mentaati Peraturan keselamatan, kesehatan,\n lingkungan hidup dan Keamanan dalam Perusahaan.\u003C\u002Fli>\n \u003Cli>Setiap Pekerja yang mengetahui adanya keadaan \u002F kejadian yang dapat\n menimbulkan bahaya kebakaran, pencurian, gangguan terhadap keselamatan dan\n ketentraman di lingkungan Perusahaan diwajibkan segera memberitahu bagian\n keamanan, HR dan Compliance Dept. atau atasannya langsung \u002F pejabat\n perusahaan, sehingga dapat segera diupayakan tindakan pencegahan dan\n perbaikan.\u003C\u002Fli>\n \u003Cli>Setiap Pekerja yang mengetahui adanya kebakaran diwajibkan memadamkan api\n dengan alat pemadam yang telah tersedia.\u003C\u002Fli>\n \u003Cli>Untuk mencegah terjadinya kebakaran atau ledakan, maka pekerja dilarang : \n \u003Cp>a. Menyalakan api dimana terdapat barang-barang yang mudah terbakar.\u003C\u002Fp>\n \u003Cp>b. Mendekatkan bensin, solar, gas dan barang lainnya yang mudah terbakar\n pada tempat dimana terdapat api.\u003C\u002Fp>\n \u003Cp>c. Merokok di area perusahaan.\u003C\u002Fp>\n \u003Cp>d. Tanpa seizin atasan membakar sampah atau menggunakan alat pemanas\n listrik dan sebagainya.\u003C\u002Fp>\n \u003Cp>e. Merusak, mengubah atau menghilangkan fungsi alat pengamanan, listrik,\n kompresor, boiler dan sebagainya.\u003C\u002Fp>\n \u003Cp>f. Melakukan tindakan sabotase atau sejenisnya yang dapat merusak,\n meledakkan peralatan penunjang operasi yang sedang beroperasi dan bahkan\n dapat mencederai atau merenggut nyawa manusia.\u003C\u002Fp>\n \u003Cp>g. Membawa masuk ke dalam area Perusahaan, bahan bakar, bahan peledak,\n senjata api, atau senjata tajam yang tidak ada hubungannya dengan\n pekerjaan.\u003C\u002Fp>\n \u003Cp>h. Bermain-main dengan alat-alat pemadam api, memindahkan tempatnya,\n atau memperlakukan secara ceroboh sehingga menimbulkan kerusakan.\u003C\u002Fp>\n \u003C\u002Fli>\n \u003Cli>Untuk mencegah terjadinya pencurian, maka pekerja : \n \u003Cp>a. Diwajibkan memelihara barang yang dipertanggungjawabkan kepadanya.\u003C\u002Fp>\n \u003Cp>b. Pada waktu jam kerja dilarang memasuki\u002Fberada dalam ruangan loker\n tanpa ijin.\u003C\u002Fp>\n \u003Cp>c. Dilarang memasuki tempat-tempat yang bukan daerah kerjanya.\u003C\u002Fp>\n \u003Cp>d. Dilarang keluar masuk area Perusahaan, selain melalui pintu yang\n telah disediakan.\u003C\u002Fp>\n \u003Cp>e. Dilarang menyimpan benda berharga di tempat yang tidak terkunci atau\n secara sembrono.\u003C\u002Fp>\n \u003Cp>f. Melaporkan kepada petugas keamanan terdekat jika melihat seseorang\n yang tidak memiliki identitas jelas atau benda yang mencurigakan berada di\n area kerja.\u003C\u002Fp>\n \u003C\u002Fli>\n \u003Cli>Untuk mencegah perkelahian atau hal lainya, pekerja dilarang : \n \u003Cp>a. Melakukan hasutan dan fitnah terhadap sesama Pekerja dan\n Pengusaha.\u003C\u002Fp>\n \u003Cp>b. Menyebarkan desas-desus atau kabar bohong yang menggelisahkan sesama\n pekerja.\u003C\u002Fp>\n \u003Cp>c. Mengancam Pekerja lain atau memaksa untuk mengikuti sikap dan\n tindakannya\u003C\u002Fp>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>d. Melakukan tindakan sewenang-wenang yang termasuk dalam tindakan\n pelecehan dan perlakuan kasar (abuse and harassment)\u003C\u002Fp>\u003C\u002Fdiv>\n \u003C\u002Fli>\n \u003Cli>Pekerja dilarang membawa masuk ke lingkungan Perusahaan barang-barang\n yang tergolong obat bius, narkotika dan minuman keras atau barang lain yang\n dilarang oleh perusahaan.\u003C\u002Fli>\n \u003Cli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-green_trigger\">Untung meningkatkan perlindungan terhadap lingkungan maka pekerja: \n \u003Cp>a. Diwajibkan membuang sampah pada tempat yang telah disediakan.\u003C\u002Fp>\n \u003Cp>b. Berperan aktif secara berkelanjutan untuk mengurangi limbah yang\n dihasilkan dalam produksi dengan secara efisien dan sesuai prosedur yang\n ditetapkan.\u003C\u002Fp>\n \u003Cp>c. Menjaga dan memelihara area hijau yang tersedia di area\n perusahaan.\u003C\u002Fp>\n \u003Cp>d. Diwajibkan melakukan upaya penghematan energi dan air.\u003C\u002Fp>\u003C\u002Fdiv>\n \u003C\u002Fli>\n \u003Cli>Pelanggaran ayat tersebut diatas akan dikenakan sanksi surat peringatan\n dan khusus ayat 2, 5, dan 6 dapat dikenakan pemutusan hubungan kerja.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch2>BAB XII : SANKSI-SANKSI TERHADAP PELANGGARAN\u003C\u002Fh2>\n\n\u003Ch3>Pasal 57 : Macam-Macam dan Jenis Sanksi\u003C\u002Fh3>\n\n\u003Cp>Terhadap pelanggaran, kesalahan-kesalahan atau perbuatan-perbuatan yang\nbertentangan dengan usaha menegakkan disiplin, tata tertib dan keselamatan\nkerja, dikenakan sanksi sepadan dengan kadar pelanggarannya. Jenis dan bentuk\nsanksi dapat dikategorikan sebagai berikut :\u003C\u002Fp>\n\u003Col>\n \u003Cli>Sanksi Peringatan berupa Peringatan Tertulis I, II dan III. Pemberian\n sanksi tidak harus berurutan tergantung berat ringannya kesalahan atau\n frekuensi.\u003C\u002Fli>\n \u003Cli>Skorsing selama proses PHK diatur sesuai dengan peraturan perundangan\n yang berlaku.\u003C\u002Fli>\n \u003Cli>Sanksi Pemutusan Hubungan Kerja sesuai dengan peraturan perundangan yang\n berlaku.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 58 : Jenis-Jenis Pelanggaran yang Dikategorikan Mendapat Surat\nPeringatan Pertama\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Tidak tertib \u002F bekerja tidak sesuai dengan prosedur \u002F tidak memenuhi\n performance \u002F standar yang ditentukan \u002F malas dan berhenti bekerja tidak\n pada waktunya.\u003C\u002Fli>\n \u003Cli>Terlambat masuk bekerja atau pulang sebelum waktu yang ditentukan atau\n sebelum berakhirnya waktu kerja, sebanyak 4 (empat) kali dalam satu\n bulan.\u003C\u002Fli>\n \u003Cli>Meninggalkan Pekerjaan tanpa seizin dari pimpinan perusahaan.\u003C\u002Fli>\n \u003Cli>Tidak masuk bekerja tanpa izin dan tanpa Surat Keterangan (mangkir).\u003C\u002Fli>\n \u003Cli>Tidak memakai atau memelihara alat keselamatan kerja yang diberikan oleh\n perusahaan.\u003C\u002Fli>\n \u003Cli>Mencoret – coret \u002F mengotori dan membuang sampah sembarangan di\n lingkungan perusahaan.\u003C\u002Fli>\n \u003Cli>Melakukan kegiatan jual beli barang di dalam lingkungan Perusahaan.\u003C\u002Fli>\n \u003Cli>Menolak untuk dilakukan pemeriksaan oleh petugas yang ditunjuk.\u003C\u002Fli>\n \u003Cli>Meminjam atau meminjamkan tanda pengenal \u002F Identitas Karyawan \u002F Surat\n pribadi yang dikeluarkan oleh perusahaan untuk kepentingan orang lain.\u003C\u002Fli>\n \u003Cli>Memakai pakaian kerja yang tidak sopan dan tidak rapi atau tidak\n mengenakan tanda pengenal pekerja.\u003C\u002Fli>\n \u003Cli>Membaca buku, masalah, surat kabar, dan komik atau mendengarkan radio dan\n browsing internet yang tidak ada hubungannya dengan pekerjaan pada jam\n kerja.\u003C\u002Fli>\n \u003Cli>Pada saat datang atau pulang tidak melakukan absensi\u003C\u002Fli>\n \u003Cli>Makan di tempat kerja pada saat jam kerja.\u003C\u002Fli>\n \u003Cli>Melakukan pelanggaran lain yang tidak tercantum dapat dipertimbangkan\n untuk menerima surat peringatan pertama berdasarkan hasil pertimbangan dari\n keputusan Manajer setelah berkonsultasi dengan Departemen Human\n Resources\u003C\u002Fli>\n \u003Cli>Surat Peringatan ke-I berlaku 6 (enam) bulan sejak tanggal\n ditetapkan.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 59 : Jenis-Jenis Pelanggaran yang Dikategorikan Mendapat Surat\nPeringatan Kedua\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Menyalahgunakan wewenang dan tanggung jawab yang diberikan oleh\n atasannya.\u003C\u002Fli>\n \u003Cli>Dengan sengaja melakukan absensi milik orang lain.\u003C\u002Fli>\n \u003Cli>Memberikan instruksi \u002F perintah yang tidak sesuai dengan jobnya atau yang\n bukan bawahannya pada saat pekerja sedang bekerja.\u003C\u002Fli>\n \u003Cli>Mengoperasikan mesin-mesin atau alat-alat lain yang bukan menjadi\n tugasnya sehingga mengakibatkan kerusakan.\u003C\u002Fli>\n \u003Cli>Mencoret – coret \u002F merobek atau mengambil pengumuman yang ditempel\n secara resmi di papan pengumuman.\u003C\u002Fli>\n \u003Cli>Menghalangi Pejabat yang berwenang dalam melaksanakan tugas.\u003C\u002Fli>\n \u003Cli>Memindahkan atau menggunakan Alat Pemadam Api bukan untuk tujuan yang\n semestinya.\u003C\u002Fli>\n \u003Cli>Tidak berusaha memperbaiki diri setelah mendapat Surat Peringatan –\n I.\u003C\u002Fli>\n \u003Cli>Masih melakukan pelanggaran, sebelum batas waktu SP (Surat Peringatan)\n pertama berakhir.\u003C\u002Fli>\n \u003Cli>Melakukan pelanggaran lain yang tidak tercantum pada pasal peringatan\n kedua maka dapat dipertimbangkan untuk menerima surat peringatan kedua\n berdasarkan hasil pertimbangan dari keputusan Manajer Setelah berkonsultasi\n dengan Departemen Human Resources\u003C\u002Fli>\n \u003Cli>Surat Peringatan Ke-II berlaku 6 (enam) bulan sejak tanggal\n ditetapkan.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 60 : Jenis-Jenis Pelanggaran Yang Dikategorikan Mendapat Surat\nPeringatan Ketiga\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Menolak perintah atasan dalam bekerja yang sesuai dengan jobnya.\u003C\u002Fli>\n \u003Cli>Karena kelalaian \u002F kecerobohan pekerja yang mengakibatkan hilangnya atau\n rusak barang milik perusahaan.\u003C\u002Fli>\n \u003Cli>Bekerja untuk kepentingan diri sendiri atau orang lain di lokasi\n perusahaan.\u003C\u002Fli>\n \u003Cli>Dengan sengaja \u002F lalai melakukan sesuatu yang seharusnya dilakukan yang\n mengakibatkan dirinya atau orang lain atau barang milik perusahaan dalam\n keadaan bahaya.\u003C\u002Fli>\n \u003Cli>Membuat \u002F menyebarkan berita yang tidak benar sehingga menimbulkan\n keresahan.\u003C\u002Fli>\n \u003Cli>Tidur pada saat jam kerja di lokasi perusahaan.\u003C\u002Fli>\n \u003Cli>Atasan salah dalam memberikan perintah \u002F instruksi yang mengakibatkan\n kesalahan dalam proses produksi dan kerugian bagi perusahaan.\u003C\u002Fli>\n \u003Cli>Menghina dan meremehkan UU atau peraturan yang berlaku di perusahaan.\u003C\u002Fli>\n \u003Cli>Merokok bukan pada tempat yang disediakan oleh perusahaan untuk\n merokok\u003C\u002Fli>\n \u003Cli>Menghina dan berkata kasar kepada Pengusaha, atasan, bawahan, teman\n sekerja serta keluarganya.\u003C\u002Fli>\n \u003Cli>Tidak berusaha memperbaiki diri setelah mendapat SP – II.\u003C\u002Fli>\n \u003Cli>Melakukan pelanggaran, sebelum batas SP tersebut diatas berakhir.\u003C\u002Fli>\n \u003Cli>Melakukan pelanggaran lain yang tidak tercantum pada pasal peringatan\n ketiga maka dapat dipertimbangkan untuk menerima surat peringatan ketiga\n berdasarkan hasil pertimbangan dari keputusan Manajer Setelah berkonsultasi\n dengan Departemen Human Resources.\u003C\u002Fli>\n \u003Cli>Surat Peringatan III berlaku 6 (enam) bulan sejak tanggal ditetapkan.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 61 : Prosedur Pemberian Surat Peringatan Dan PHK\u003C\u002Fh3>\n\n\u003Cp>Surat Peringatan I dan II diserahkan kepada pekerja minimal oleh atasan\nlangsung yang bersangkutan dan ditembuskan ke bagian HR.\u003C\u002Fp>\n\n\u003Cp>Surat Peringatan III dan PHK diserahkan kepada pekerja langsung oleh HR dan\nditembuskan ke PSP SPN.\u003C\u002Fp>\n\n\u003Ch2>BAB XIII : BERAKHIRNYA HUBUNGAN KERJA\u003C\u002Fh2>\n\n\u003Ch3>Pasal 62 : Prinsip Dasar Pemutusan Hubungan Kerja\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Pengusaha, Pekerja\u002FBuruh, Serikat Pekerja\u002FBuruh, dan Pemerintah harus\n mengupayakan agar tidak terjadi Pemutusan Hubungan Kerja.\u003C\u002Fli>\n \u003Cli>Dalam hal Pemutusan Hubungan Kerja tidak dapat dihindari, maksud dan\n alasan Pemutusan Hubungan Kerja diberitahukan oleh Pengusaha kepada\n Pekerja\u002FBuruh dan\u002Fatau Serikat Pekerja\u002FSerikat Buruh di dalam Perusahaan\n apabila Pekerja\u002FBuruh yang bersangkutan merupakan anggota dari Serikat\n Pekerja\u002FSerikat Buruh.\u003C\u002Fli>\n \u003Cli>Pemberitahuan Pemutusan Hubungan Kerja dibuat dalam bentuk surat\n pemberitahuan dan disampaikan secara sah dan patut oleh Pengusaha kepada\n Pekerja\u002FBuruh dan\u002Fatau Serikat Pekerja Serikat Buruh paling lama 14 (empat\n belas) hari kerja sebelum Pemutusan Hubungan Kerja.\u003C\u002Fli>\n \u003Cli>Dalam hal Pemutusan Hubungan Kerja dilakukan dalam masa percobaan, surat\n pemberitahuan disampaikan paling lama 7 (tujuh) hari kerja sebelum\n Pemutusan Hubungan Kerja.\u003C\u002Fli>\n \u003Cli>Dalam hal Pekerja\u002FBuruh telah mendapatkan surat pemberitahuan dan tidak\n menolak Pemutusan Hubungan Kerja, Pengusaha harus melaporkan Pemutusan\n Hubungan Kerja kepada kementerian yang menyelenggarakan urusan pemerintahan\n di bidang ketenagakerjaan dan\u002Fatau dinas yang menyelenggarakan urusan\n pemerintah di bidang ketenagakerjaan provinsi dan kabupaten\u002Fkota.\u003C\u002Fli>\n \u003Cli>Pekerja\u002FBuruh yang telah mendapatkan surat pemberitahuan Pemutusan\n Hubungan Kerja dan menyatakan menolak, harus membuat surat penolakan\n disertai alasan paling lama 7 (tujuh) hari kerja setelah diterimanya surat\n pemberitahuan.\u003C\u002Fli>\n \u003Cli>Dalam hal terjadi perbedaan pendapat mengenai Pemutusan Hubungan Kerja\n harus dilakukan melalui perundingan bipartit antara Pengusaha dengan\n Pekerja\u002FBuruh dan\u002Fatau Serikat Pekerja\u002FSerikat Buruh.\u003C\u002Fli>\n \u003Cli>Dalam hal perundingan bipartit sebagaimana dimaksud pada ayat (2) tidak\n mencapai kesepakatan, penyelesaian Pemutusan Hubungan Kerja tahap\n berikutnya dilakukan melalui mekanisme penyelesaian perselisihan hubungan\n industrial sesuai dengan ketentuan peraturan perundang-undangan.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 63 : Pemutusan Hubungan Kerja (PHK) Karena Pelanggaran Bersifat\nMendesak\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Perusahaan dapat melakukan pemutusan hubungan kepada Pekerja yang\n melakukan perbuatan atau tindak pelanggaran bersifat mendesak seperti\n tersebut di bawah ini seperti dibawah ini : \n \u003Cp>a. Tindakan sabotase atau sejenisnya sebagaimana dimaksud pada pasal 54\n ayat 4f dikenakan sanksi pemutusan hubungan kerja\u003C\u002Fp>\n \u003Cp>b. Menyebarluaskan gambar porno melalui e-mail, jejaring sosial, alat\n perekam\u002Fkomunikasi, dan\u002Fatau melalui media apapun kepada sesama pekerja di\n lingkungan perusahaan atau kepada pihak lain diluar lingkungan Perusahaan\n pada hari kerja Perusahaan.\u003C\u002Fp>\n \u003Cp>c. Melakukan kejahatan dibidang teknologi informasi yang merugikan\n perusahaan baik secara material atau immaterial.\u003C\u002Fp>\n \u003Cp>d. Melakukan penipuan, pencurian, atau penggelapan barang \u002F uang milik\n perusahaan atau milik Pekerja lain, pemegang saham dan keluarga.\u003C\u002Fp>\n \u003Cp>e. Melakukan perbuatan asusila di tempat kerja.\u003C\u002Fp>\n \u003Cp>f. Bermain judi dan sejenisnya di tempat kerja.\u003C\u002Fp>\n \u003Cp>g. Melakukan penipuan pada waktu kerja dengan memberikan keterangan yang\n tidak benar, atau sengaja memberikan keterangan tidak lengkap tentang\n dirinya.\u003C\u002Fp>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cp>h. Melakukan penganiayaan\u002Ftindak kekerasan terhadap Perusahaan, atasan,\n bawahan, atau teman sekerja atau terhadap keluarga masing-masing pihak\n sebagaimana dimaksud pada butir ini.\u003C\u002Fp>\u003C\u002Fdiv>\n \u003Cp>i. Memperdaya Perusahaan, atasan, bawahan, atau teman sekerja untuk\n berbuat sesuatu yang melanggar hukum atau norma-norma kesusilaan.\u003C\u002Fp>\n \u003Cp>j. Memberikan keterangan palsu atau yang dipalsukan kepada Perusahaan\n dalam rangka proses perekrutan dan sepanjang masa kerja yang berakibat\n buruk bagi Perusahaan.\u003C\u002Fp>\n \u003Cp>k. Dengan ceroboh atau sengaja merusak barang-barang milik\n Perusahaan.\u003C\u002Fp>\n \u003Cp>l. Meminum – minuman keras \u002F mabuk, madat, memakai obat bius,\n narkotika (Napza) atau sejenisnya di lingkungan Perusahaan.\u003C\u002Fp>\n \u003Cp>m. Membongkar \u002F membocorkan rahasia perusahaan atau mencemarkan nama\n baik Perusahaan atau jajaran Pimpinan atau keluarganya yang seharusnya\n dirahasiakan, kecuali untuk kepentingan negara dalam kaitannya dengan tugas\n dan tanggung-jawab Pekerja.\u003C\u002Fp>\n \u003Cp>n. Menyalahgunakan kepercayaan dan kedudukan yang diberikan kepadanya,\n seperti : menerima suap, baik dalam bentuk uang maupun barang atau\n jasa-jasa untuk kepentingan memperkaya atau menguntungkan diri sendiri.\u003C\u002Fp>\n \u003Cp>o. Melakukan provokasi, menghasut orang lain untuk melakukan\n perbuatan-perbuatan yang merugikan atau mencemarkan nama baik Perusahaan\n dimata masyarakat atau pelanggan (klien) atau mengakibatkan perasaan tidak\n aman dan merisaukan bagi Pekerja.\u003C\u002Fp>\n \u003Cp>p. Dengan perbuatan ceroboh atau sengaja, merusak atau membiarkan diri\n atau teman sekerja dalam keadaan bahaya.\u003C\u002Fp>\n \u003Cp>q. Melakukan kegiatan rentenir atau berdagang atau memperdagangkan\n barang-barang terlarang di lingkungan Perusahaan.\u003C\u002Fp>\n \u003Cp>r. Melakukan perbuatan tindak pidana lainnya di lingkungan\n Perusahaan.\u003C\u002Fp>\n \u003Cp>s. Membawa senjata api atau senjata tajam ke dalam area Perusahaan yang\n tidak ada kaitannya dengan tugas dan tanggung jawabnya.\u003C\u002Fp>\n \u003Cp>t. Berkelahi atau mencederai pekerja lainnya di lingkungan\n Perusahaan.\u003C\u002Fp>\n \u003Cp>u. Merangkap dan atau terikat dengan hubungan kerja dalam bentuk apapun\n di perusahaan lain yang tidak ada kaitannya dengan kepentingan Perusahaan\n dan tidak mendapatkan izin terlebih dahulu dari Perusahaan.\u003C\u002Fp>\n \u003C\u002Fli>\n \u003Cli>Pelanggaran sebagaimana dimaksud dalam Ayat (1) tersebut akan dikenakan\n pemutusan hubungan kerja sesuai pasal 82.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 64 : Pemutusan Hubungan Kerja (PHK) Kondisi Tertentu\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Dengan upaya sebagaimana dimaksud dalam pasal 60 maka perusahaan dapat\n melakukan Pemutusan Hubungan Kerja terhadap pekerja berdasarkan jenisnya\n sebagai berikut : \n \u003Cp>a. Perusahaan melakukan penggabungan, peleburan, pengambilalihan, atau\n pemisahan Perusahaan dan Pekerja\u002FBuruh tidak bersedia melanjutkan Hubungan\n Kerja atau Pengusaha tidak bersedia menerima Pekerja\u002FBuruh;\u003C\u002Fp>\n \u003Cp>b. Perusahaan melakukan efisiensi diikuti dengan penutupan Perusahaan\n atau tidak diikuti dengan penutupan Perusahaan yang disebabkan Perusahaan\n mengalami kerugian;\u003C\u002Fp>\n \u003Cp>c. Perusahaan tutup yang disebabkan karena Perusahaan mengalami kerugian\n secara terus menerus selama 2 (dua) tahun;\u003C\u002Fp>\n \u003Cp>d. Perusahaan tutup yang disebabkan keadaan memaksa (force majeure);\u003C\u002Fp>\n \u003Cp>e. Perusahaan dalam keadaan penundaan kewajiban pembayaran utang;\u003C\u002Fp>\n \u003Cp>f. Perusahaan pailit;\u003C\u002Fp>\n \u003Cp>g. Adanya permohonan Pemutusan Hubungan Kerja yang diajukan oleh\n Pekerja\u002FBuruh dengan alasan Pengusaha melakukan perbuatan sebagai berikut\n :\u003C\u002Fp>\n \u003Cul>\n \u003Cli>menganiaya, menghina secara kasar, atau mengancam Pekerja\u002FBuruh;\u003C\u002Fli>\n \u003Cli>membujuk dan atau menyuruh Pekerja\u002FBuruh untuk melakukan perbuatan\n yang bertentangan dengan peraturan perundang-undangan;\u003C\u002Fli>\n \u003Cli>tidak membayar Upah tepat pada waktu yang telah ditentukan selama 3\n (tiga) bulan berturut-turut atau lebih, meskipun Pengusaha membayar\n Upah secara tepat waktu sesudah itu;\u003C\u002Fli>\n \u003Cli>tidak melakukan kewajiban yang telah dijanjikan kepada\n Pekerja\u002FBuruh;\u003C\u002Fli>\n \u003Cli>memerintahkan Pekerja\u002FBuruh untuk melaksanakan pekerjaan diluar yang\n diperjanjikan; atau\u003C\u002Fli>\n \u003Cli>memberikan pekerjaan yang membahayakan jiwa, keselamatan, kesehatan,\n dan kesusilaan Pekerja\u002FBuruh sedangkan pekerjaan tersebut tidak\n dicantumkan pada Perjanjian Kerja; \n \u003Cp>h. Adanya putusan lembaga penyelesaian perselisihan hubungan\n industrial yang menyatakan Pengusaha tidak melakukan perbuatan\n sebagaimana dimaksud pada huruf terhadap permohonan yang diajukan oleh\n Pekerja\u002FBuruh dan Pengusaha memutuskan untuk melakukan Pemutusan\n Hubungan Kerja;\u003C\u002Fp>\n \u003Cp>i. Pekerja\u002FBuruh mengundurkan diri atas kemauan sendiri dan harus\n memenuhi syarat:\u003C\u002Fp>\n \u003C\u002Fli>\n \u003Cli>mengajukan permohonan pengunduran diri secara tertulis\n selambat-lambatnya 30 (tiga puluh) hari sebelum tanggal mulai\n pengunduran diri;\u003C\u002Fli>\n \u003Cli>tidak terikat dalam ikatan dinas; dan\u003C\u002Fli>\n \u003Cli>tetap melaksanakan kewajibannya sampai tanggal mulai pengunduran\n diri; \n \u003Cp style=\"margin-left:0em\">J. Pekerja\u002FBuruh mangkir selama 5 (lima)\n hari kerja atau lebih berturut-turut tanpa keterangan secara tertulis\n yang dilengkapi dengan bukti yang sah dan telah dipanggil oleh\n Pengusaha 2 (dua) kali secara patut dan tertulis;\u003C\u002Fp>\n \u003Cp>k. Pekerja\u002FBuruh melakukan pelanggaran ketentuan yang diatur dalam\n Perjanjian Kerja, Peraturan Perusahaan, atau Perjanjian Kerja Bersama\n dan sebelumnya telah diberikan surat peringatan pertama, kedua, dan\n ketiga secara berturut-turut masing masing berlaku untuk paling lama 6\n (enam) bulan kecuali ditetapkan lain dalam Perjanjian Kerja, Peraturan\n Perusahaan, atau Perjanjian Kerja Bersama;\u003C\u002Fp>\n \u003Cp>l. Pekerja\u002FBuruh tidak dapat melakukan pekerjaan selama 6 (enam)\n bulan akibat ditahan pihak yang berwajib karena diduga melakukan tindak\n pidana;\u003C\u002Fp>\n \u003Cp>m. Pekerja\u002FBuruh mengalami sakit berkepanjangan atau cacat akibat\n kecelakaan kerja dan tidak dapat melakukan pekerjaannya setelah\n melampaui batas 12 (dua belas) bulan;\u003C\u002Fp>\n \u003Cp>n. Pekerja\u002FBuruh memasuki usia pensiun; atau\u003C\u002Fp>\n \u003Cp>o. Pekerja\u002FBuruh meninggal dunia.\u003C\u002Fp>\n \u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>Pemutusan Hubungan Kerja sebagaimana dimaksud dalam ayat (1) diatur\n sesuai ketentuan peraturan perundang-undangan yang berlaku.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 65 : Pemutusan Hubungan Kerja Atas Kehendak Pekerja Sendiri\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Pekerja tetap yang mengundurkan diri atas permintaannya sendiri secara\n baik-baik, harus mengajukan permohonan pengunduran diri selambat-lambatnya\n 30 (tiga puluh) hari sebelumnya, dengan memberikan alasan pengunduran\n dirinya dan melakukan serah terima pekerjaan kepada atasan atau yang\n ditunjuk oleh Perusahaan.\u003C\u002Fli>\n \u003Cli>Pekerja tetap yang mengundurkan diri yang memenuhi ayat (1) tersebut\n diatas diberikan uang pisah sesuai Undang-undang No. 13 Tahun 2003 yang\n nilainya diatur dalam ayat 5 pada pasal ini.\u003C\u002Fli>\n \u003Cli>Pekerja tetap yang mengundurkan diri atas permintaannya sendiri secara\n tidak baik atau tidak memenuhi ayat (1) tersebut diatas tidak berhak\n mendapatkan uang pisah dan atau mendapatkan kebijakan dari Perusahaan.\u003C\u002Fli>\n \u003Cli>Apabila pekerja tidak masuk bekerja, dalam waktu 5 (lima) hari kerja\n terus menerus tanpa disertai surat keterangan yang sah dan telah dipanggil\n 2 (dua) kali, pihak pekerja tidak mengindahkan, maka Pekerja tersebut telah\n dinyatakan mengundurkan diri secara sepihak\u003C\u002Fli>\n \u003Cli>Perusahaan bersama PSP SPN sepakat menetapkan besarnya uang pisah dalam\n rangka memenuhi ketentuan Undang-undang yang berlaku, dengan ketentuan\n sebagai berikut:\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd rowspan=\"2\" style=\"text-align:center;\">GRADE\u003C\u002Ftd>\n \u003Ctd rowspan=\"2\" style=\"text-align:center;\">JABATAN\u003C\u002Ftd>\n \u003Ctd colspan=\"5\" style=\"text-align:center;\">MASA KERJA \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>5-10 Th\u003C\u002Ftd>\n \u003Ctd>10-15Th\u003C\u002Ftd>\n \u003Ctd>15-20Th\u003C\u002Ftd>\n \u003Ctd>20-25Th\u003C\u002Ftd>\n \u003Ctd>>25Th\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd colspan=\"7\">PRODUCTION\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>O\u003C\u002Ftd>\n \u003Ctd>OPERATOR\u003C\u002Ftd>\n \u003Ctd>3,000,000\u003C\u002Ftd>\n \u003Ctd>5,000,000\u003C\u002Ftd>\n \u003Ctd>7,500,000\u003C\u002Ftd>\n \u003Ctd>10,000,000\u003C\u002Ftd>\n \u003Ctd>42,500,000\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>QC\u003C\u002Ftd>\n \u003Ctd>QUALITY CONTROL\u003C\u002Ftd>\n \u003Ctd>3,000,000\u003C\u002Ftd>\n \u003Ctd>5,000,000\u003C\u002Ftd>\n \u003Ctd>7,500,000\u003C\u002Ftd>\n \u003Ctd>10,000,000\u003C\u002Ftd>\n \u003Ctd>42,500,000\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>L\u003C\u002Ftd>\n \u003Ctd>LINE LEADERS\u003C\u002Ftd>\n \u003Ctd>3,000,000\u003C\u002Ftd>\n \u003Ctd>5,000,000\u003C\u002Ftd>\n \u003Ctd>7,500,000\u003C\u002Ftd>\n \u003Ctd>10,000,000\u003C\u002Ftd>\n \u003Ctd>42,500,000\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>HS\u003C\u002Ftd>\n \u003Ctd>HIGH SKILLS\u003C\u002Ftd>\n \u003Ctd>3,000,000\u003C\u002Ftd>\n \u003Ctd>5,000,000\u003C\u002Ftd>\n \u003Ctd>7,500,000\u003C\u002Ftd>\n \u003Ctd>10,000,000\u003C\u002Ftd>\n \u003Ctd>42,500,000\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>S\u002FQA\u003C\u002Ftd>\n \u003Ctd>SPV\u002FAuditor\u003C\u002Ftd>\n \u003Ctd>2,250,000\u003C\u002Ftd>\n \u003Ctd>4,000,000\u003C\u002Ftd>\n \u003Ctd>6,000,000\u003C\u002Ftd>\n \u003Ctd>8,000,000\u003C\u002Ftd>\n \u003Ctd>37,500,000\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>CS\u003C\u002Ftd>\n \u003Ctd>Chief SPV\u003C\u002Ftd>\n \u003Ctd>1,500,000\u003C\u002Ftd>\n \u003Ctd>2,750,000\u003C\u002Ftd>\n \u003Ctd>5,000,000\u003C\u002Ftd>\n \u003Ctd>7,000,000\u003C\u002Ftd>\n \u003Ctd>30,000,000\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>SH\u003C\u002Ftd>\n \u003Ctd>Section Head\u003C\u002Ftd>\n \u003Ctd>1,500,000\u003C\u002Ftd>\n \u003Ctd>2,750,000\u003C\u002Ftd>\n \u003Ctd>5,000,000\u003C\u002Ftd>\n \u003Ctd>7,000,000\u003C\u002Ftd>\n \u003Ctd>20,000,000\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>E\u003C\u002Ftd>\n \u003Ctd>Ass Manager\u003C\u002Ftd>\n \u003Ctd>1,000,000\u003C\u002Ftd>\n \u003Ctd>1,500,000\u003C\u002Ftd>\n \u003Ctd>2,000,000\u003C\u002Ftd>\n \u003Ctd>2,500,000\u003C\u002Ftd>\n \u003Ctd>10,000,000\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>F\u003C\u002Ftd>\n \u003Ctd>Manager\u003C\u002Ftd>\n \u003Ctd>750,000\u003C\u002Ftd>\n \u003Ctd>1,000,000\u003C\u002Ftd>\n \u003Ctd>1,500,000\u003C\u002Ftd>\n \u003Ctd>2,000,000\u003C\u002Ftd>\n \u003Ctd>2,500,000\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd colspan=\"7\">ADMIN\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>B\u003C\u002Ftd>\n \u003Ctd>Staff\u003C\u002Ftd>\n \u003Ctd>3,000,000\u003C\u002Ftd>\n \u003Ctd>5,000,000\u003C\u002Ftd>\n \u003Ctd>7,500,000\u003C\u002Ftd>\n \u003Ctd>10,000,000\u003C\u002Ftd>\n \u003Ctd>42,500,000\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>C\u003C\u002Ftd>\n \u003Ctd>Senior Staff\u003C\u002Ftd>\n \u003Ctd>1,500,000\u003C\u002Ftd>\n \u003Ctd>2,750,000\u003C\u002Ftd>\n \u003Ctd>5,000,000\u003C\u002Ftd>\n \u003Ctd>7,000,000\u003C\u002Ftd>\n \u003Ctd>30,000,000\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>D\u003C\u002Ftd>\n \u003Ctd>Section Head\u003C\u002Ftd>\n \u003Ctd>1,500,000\u003C\u002Ftd>\n \u003Ctd>2,750,000\u003C\u002Ftd>\n \u003Ctd>5,000,000\u003C\u002Ftd>\n \u003Ctd>7,000,000\u003C\u002Ftd>\n \u003Ctd>20,000,000\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>E\u003C\u002Ftd>\n \u003Ctd>Ass Manager\u003C\u002Ftd>\n \u003Ctd>1,000,000\u003C\u002Ftd>\n \u003Ctd>1,500,000\u003C\u002Ftd>\n \u003Ctd>2,000,000\u003C\u002Ftd>\n \u003Ctd>2,500,000\u003C\u002Ftd>\n \u003Ctd>10,000,000\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>F\u003C\u002Ftd>\n \u003Ctd>Manager\u003C\u002Ftd>\n \u003Ctd>750,000\u003C\u002Ftd>\n \u003Ctd>1,000,000\u003C\u002Ftd>\n \u003Ctd>1,500,000\u003C\u002Ftd>\n \u003Ctd>2,000,000\u003C\u002Ftd>\n \u003Ctd>2,500,000\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Pasal 66 : Besaran Kompensasi Pemutusan Hubungan Kerja\u003C\u002Fh3>\n\u003Col>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cli>Dalam hal terjadi Pemutusan Hubungan Kerja, Pengusaha wajib membayar uang\n pesangon dan\u002Fatau uang penghargaan masa kerja, dan uang penggantian hak\n yang seharusnya diterima.\u003C\u002Fli>\u003C\u002Fdiv>\n \u003Cli>Uang pesangon sebagaimana dimaksud pada ayat (1) diberikan dengan\n ketentuan sebagai berikut:\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance\">\u003Cp style=\"text-align:center;\">\u003Cstrong>TABEL UANG PESANGON\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_number\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_number_1_tenure\">\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>Masa Kerja (tahun)\u003C\u002Ftd>\n \u003Ctd>Besar Pesangon\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd><1 \u003C\u002Ftd>\n \u003Ctd>1 bulan penuh\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>1 s\u002Fd <= 2\u003C\u002Ftd>\n \u003Ctd>2 bulan penuh\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>2 s\u002Fd<= 3 \u003C\u002Ftd>\n \u003Ctd>3 bulan penuh \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>3 s\u002Fd<= 4\u003C\u002Ftd>\n \u003Ctd>4 bulan penuh\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>4 s\u002Fd<= 5\u003C\u002Ftd>\n \u003Ctd>5 bulan penuh\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>5 s\u002Fd<= 6\u003C\u002Ftd>\n \u003Ctd>6 bulan penuh\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>6 s\u002Fd<= 7\u003C\u002Ftd>\n \u003Ctd>7 bulan penuh\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>7 s\u002Fd<= 8\u003C\u002Ftd>\n \u003Ctd>8 bulan penuh\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>> 8\u003C\u002Ftd>\n \u003Ctd>9 bulan penuh\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. Uang penghargaan masa kerja sebagaimana dimaksud pada ayat (1) diberikan\ndengan ketentuan sebagai berikut:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp style=\"text-align:center;\">\u003Cstrong>TABEL UANG PENGHARGAAN\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd style=\"text-align:center;\">Masa Kerja (tahun)\u003C\u002Ftd>\n \u003Ctd style=\"text-align:center;\">Besar Uang Penghargaan Masa Kerja\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>3 s\u002Fd < 6 \u003C\u002Ftd>\n \u003Ctd>2 bulan upah \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>6 s\u002Fd < 9 \u003C\u002Ftd>\n \u003Ctd>3 bulan upah\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>9 s\u002Fd < 12\u003C\u002Ftd>\n \u003Ctd>4 bulan upah\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>12 s\u002Fd < 15\u003C\u002Ftd>\n \u003Ctd>5 bulan upah\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>15 s\u002Fd 18 \u003C\u002Ftd>\n \u003Ctd>6 bulan upah\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>18 s\u002Fd < 21\u003C\u002Ftd>\n \u003Ctd>7 bulan upah\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>21 s\u002Fd < 24 \u003C\u002Ftd>\n \u003Ctd>8 bulan upah\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>> 24\u003C\u002Ftd>\n \u003Ctd>10 bulan upah\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4. Uang penggantian hak sebagaimana dimaksud pada ayat (1) diberikan dengan\nketentuan sebagai berikut:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a. Cuti tahunan yang belum diambil dan belum\ngugur.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b. Biaya atau ongkos pulang untuk pekerja\u002Fburuh dan\nkeluarganya ke tempat dimana pekerja\u002Fburuh diterima bekerja.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c. Hal-hal lain yang ditetapkan dalam Perjanjian\nKerja, Peraturan Perusahaan dan atau Perjanjian Kerja.\u003C\u002Fp>\n\n\u003Ch3>Pasal 67 : Penggabungan, Peleburan Atau Pemisahan Perusahaan\u003C\u002Fh3>\n\n\u003Cp>Pengusaha dapat melakukan Pemutusan Hubungan Kerja terhadap Pekerja\u002FBuruh\nkarena alasan Perusahaan melakukan penggabungan, peleburan atau pemisahan\nPerusahaan dan Pekerja\u002Fburuh tidak bersedia melanjutkan Hubungan Kerja atau\nPengusaha tidak bersedia menerima Pekerja \u002F Buruh maka Pekerja \u002F Buruh berhak\natas:\u003C\u002Fp>\n\u003Col>\n \u003Cli>Uang pesangon sebesar 1 (satu) kali ketentuan Pasal 66 ayat (2);\u003C\u002Fli>\n \u003Cli>Uang penghargaan masa kerja sebesar 1 (satu) kali ketentuan Pasal 66 ayat\n (3); dan\u003C\u002Fli>\n \u003Cli>Uang penggantian hak sesuai ketentuan Pasal 66 ayat (4).\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 68 : Pengambilalihan Perusahaan dan Inisiatif Pemutusan Hubungan\nKerja oleh Pengusaha\u003C\u002Fh3>\n\n\u003Cp>Pengusaha dapat melakukan Pemutusan Hubungan Kerja terhadap Pekerja\u002FBuruh\nkarena alasan pengambilalihan Perusahaan maka Pekerja\u002FBuruh berhak atas :\u003C\u002Fp>\n\u003Col>\n \u003Cli>Uang pesangon sebesar 1 (satu) kali ketentuan Pasal 66 ayat (2);\u003C\u002Fli>\n \u003Cli>Uang penghargaan masa kerja sebesar 1 (satu) kali ketentuan Pasal 66 ayat\n (3); dan\u003C\u002Fli>\n \u003Cli>Uang penggantian hak sesuai ketentuan Pasal 66 ayat (4).\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 69 : Pengambilan Perusahaan dan Pekerja\u002Fburuh Tidak Bersedia\nMelanjutkan Pekerjaan\u003C\u002Fh3>\n\n\u003Cp>Dalam hal terjadi pengambilalihan Perusahaan yang mengakibatkan terjadinya\nperubahan syarat kerja dan Pekerja\u002FBuruh tidak bersedia melanjutkan Hubungan\nKerja, Pengusaha dapat melakukan Pemutusan Hubungan Kerja dan Pekerja\u002FBuruh\nberhak atas:\u003C\u002Fp>\n\u003Col>\n \u003Cli>Uang pesangon sebesar 0,5 (nol koma lima) kali ketentuan Pasal 66 ayat\n (2);\u003C\u002Fli>\n \u003Cli>Uang penghargaan masa kerja sebesar 1 (satu) kali ketentuan Pasal 66 ayat\n (3); dan\u003C\u002Fli>\n \u003Cli>Uang penggantian hak sesuai ketentuan Pasal 66 ayat (4).\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 70 : Perusahaan Melakukan Efisiensi yang Disebabkan Perusahaan\nMengalami Kerugian\u003C\u002Fh3>\n\n\u003Cp>Pengusaha dapat melakukan Pemutusan Hubungan Kerja terhadap Pekerja\u002FBuruh\nkarena alasan Perusahaan melakukan efisiensi yang disebabkan Perusahaan\nmengalami kerugian maka Pekerja\u002FBuruh berhak atas:\u003C\u002Fp>\n\u003Col>\n \u003Cli>Uang pesangon sebesar 0,5 (nol koma lima) kali ketentuan Pasal 66 ayat\n (2);\u003C\u002Fli>\n \u003Cli>Uang penghargaan masa kerja sebesar 1 (satu) kali ketentuan Pasal 66 ayat\n (3); dan\u003C\u002Fli>\n \u003Cli>Uang penggantian hak sesuai ketentuan Pasal 66 ayat (4).\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 71 : Perusahaan Melakukan Efisiensi Untuk Mencegah Terjadinya\nKerugian\u003C\u002Fh3>\n\n\u003Cp>Pengusaha dapat melakukan Pemutusan Hubungan Kerja terhadap Pekerja\u002FBuruh\nkarena alasan Perusahaan melakukan efisiensi untuk mencegah terjadinya kerugian\nmaka Pekerja\u002FBuruh berhak atas:\u003C\u002Fp>\n\u003Col>\n \u003Cli>Uang pesangon sebesar 1 (satu) kali ketentuan Pasal 66 ayat (2);\u003C\u002Fli>\n \u003Cli>Uang penghargaan masa kerja sebesar 1 (satu) kali ketentuan Pasal 66 ayat\n (3); dan\u003C\u002Fli>\n \u003Cli>Uang penggantian hak sesuai ketentuan Pasal 66 ayat (4).\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 72 : Perusahaan Tutup Karena Mengalami Kerugian Secara Terus-Menerus\nSelama 2 (dua) tahun\u003C\u002Fh3>\n\n\u003Cp>Pengusaha dapat melakukan Pemutusan Hubungan Kerja terhadap Pekerja\u002FBuruh\nkarena alasan Perusahaan tutup yang disebabkan Perusahaan mengalami kerugian\nsecara terus menerus selama 2 (dua) tahun atau mengalami kerugian tidak secara\nterus menerus selama 2 (dua) tahun maka Pekerja\u002FBuruh berhak atas:\u003C\u002Fp>\n\u003Col>\n \u003Cli>Uang pesangon sebesar 0,5 (nol koma lima) kali ketentuan Pasal 66 ayat\n (2);\u003C\u002Fli>\n \u003Cli>Uang penghargaan masa kerja sebesar 1 (satu) kali ketentuan Pasal 66 ayat\n (3); dan\u003C\u002Fli>\n \u003Cli>Uang penggantian hak sesuai ketentuan Pasal 66 ayat (4).\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 73 : Perusahaan Tutup Karena Mengalami Bukan Karena Kerugian\u003C\u002Fh3>\n\n\u003Cp>Pengusaha dapat melakukan Pemutusan Hubungan Kerja terhadap Pekerja\u002FBuruh\nkarena alasan Perusahaan tutup yang disebabkan bukan karena Perusahaan\nmengalami kerugian maka Pekerja\u002FBuruh berhak atas:\u003C\u002Fp>\n\u003Col>\n \u003Cli>Uang pesangon sebesar 1 (satu) kali ketentuan Pasal 66 ayat (2);\u003C\u002Fli>\n \u003Cli>Uang penghargaan masa kerja sebesar 1 (satu) kali ketentuan Pasal 66 ayat\n (3); dan\u003C\u002Fli>\n \u003Cli>Uang penggantian hak sesuai ketentuan Pasal 66 ayat (4).\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 74 : Perusahaan Tutup Karena Keadaan Memaksa (Force Majeure)\u003C\u002Fh3>\n\n\u003Cp>Pengusaha dapat melakukan Pemutusan Hubungan Kerja terhadap Pekerja\u002FBuruh\nkarena alasan Perusahaan tutup yang disebabkan keadaan memaksa {force majeure}\nmaka Pekerja\u002FBuruh berhak atas:\u003C\u002Fp>\n\u003Col>\n \u003Cli>Uang pesangon sebesar 0,5 (nol koma lima) kali ketentuan Pasal 66 ayat\n (2);\u003C\u002Fli>\n \u003Cli>Uang penghargaan masa kerja sebesar 1 (satu) kali ketentuan Pasal 66 ayat\n (3); dan\u003C\u002Fli>\n \u003Cli>Uang penggantian hak sesuai ketentuan Pasal 66 ayat (4).\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 75 : Keadaan Memaksa (Force Majeure) Tidak Mengakibatkan Perusahaan\nTutup\u003C\u002Fh3>\n\n\u003Cp>Pengusaha dapat melakukan Pemutusan Hubungan Kerja terhadap Pekerja\u002FBuruh\nkarena alasan keadaan memaksa (force majeure) yang tidak mengakibatkan\nPerusahaan tutup maka Pekerja\u002FBuruh berhak atas:\u003C\u002Fp>\n\u003Col>\n \u003Cli>Uang pesangon sebesar 0,75 (nol koma tujuh lima) kali ketentuan Pasal 66\n ayat (2);\u003C\u002Fli>\n \u003Cli>Uang penghargaan masa kerja sebesar 1 (satu) kali ketentuan Pasal 66 ayat\n (3); dan\u003C\u002Fli>\n \u003Cli>Uang penggantian hak sesuai ketentuan Pasal 66 ayat (4).\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 76 : Perusahaan Dalam Keadaan Penundaan Kewajiban Pembayaran Utang\nyang Disebabkan Perusahaan Mengalami Kerugian\u003C\u002Fh3>\n\n\u003Cp>Pengusaha dapat melakukan Pemutusan Hubungan Kerja terhadap Pekerja\u002FBuruh\nkarena alasan Perusahaan dalam keadaan penundaan kewajiban pembayaran utang\nyang disebabkan Perusahaan mengalami kerugian maka Pekerja\u002FBuruh berhak\natas:\u003C\u002Fp>\n\u003Col>\n \u003Cli>Uang pesangon sebesar 0,5 (nol koma lima) kali ketentuan Pasal 66 ayat\n (2);\u003C\u002Fli>\n \u003Cli>Uang penghargaan masa kerja sebesar 1 (satu) kali ketentuan Pasal 66 ayat\n (3); dan\u003C\u002Fli>\n \u003Cli>Uang penggantian hak sesuai ketentuan Pasal 66 ayat (4).\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 77 : Perusahaan Dalam Keadaan Penundaan Kewajiban Pembayaran Utang\nyang Disebabkan Bukan Karena Perusahaan Mengalami Kerugian\u003C\u002Fh3>\n\n\u003Cp>Pengusaha dapat melakukan Pemutusan Hubungan Kerja terhadap Pekerja\u002FBuruh\nkarena alasan Perusahaan dalam keadaan penundaan kewajiban pembayaran utang\nbukan karena Perusahaan mengalami kerugian maka Pekerja\u002FBuruh berhak atas:\u003C\u002Fp>\n\u003Col>\n \u003Cli>Uang pesangon sebesar 1 (satu) kali ketentuan Pasal 66 ayat (2);\u003C\u002Fli>\n \u003Cli>Uang penghargaan masa kerja sebesar 1 (satu) kali ketentuan Pasal 66 ayat\n (3); dan\u003C\u002Fli>\n \u003Cli>Uang penggantian hak sesuai ketentuan Pasal 66 ayat (4).\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 78 : Pemutusan Hubungan Kerja Karena Perusahaan Pailit\u003C\u002Fh3>\n\n\u003Cp>Pemutusan Hubungan Kerja karena alasan Perusahaan pailit maka Pekerja\u002FBuruh\nberhak atas:\u003C\u002Fp>\n\u003Col>\n \u003Cli>Uang pesangon sebesar 0,5 (nol koma lima) kali ketentuan Pasal 66 ayat\n (2); pesangon sebesar 0,5 (nol koma lima) kali ketentuan Pasal 40 ayat\n (2);\u003C\u002Fli>\n \u003Cli>Uang penghargaan masa kerja sebesar 1 (satu) kali ketentuan Pasal 66 ayat\n (3); dan\u003C\u002Fli>\n \u003Cli>Uang penggantian hak sesuai ketentuan Pasal 66 ayat (4) Pasal 40 ayat\n (4).\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 79 : Pemutusan Hubungan Kerja Karena Pengusaha Melakukan Perbuatan\nPelanggaran Kerja\u003C\u002Fh3>\n\n\u003Cp>Pengusaha dapat melakukan Pemutusan Hubungan Kerja terhadap Pekerja\u002FBuruh\nkarena alasan adanya permohonan Pemutusan Hubungan Kerja yang diajukan oleh\nPekerja\u002FBuruh dengan alasan Pengusaha melakukan perbuatan sebagaimana yang\ndimaksud dalam Pasal 36 huruf g maka Pekerja\u002FBuruh berhak atas:\u003C\u002Fp>\n\u003Col>\n \u003Cli>Uang pesangon sebesar 1 (satu) kali ketentuan Pasal 66 ayat (2). Pesangon\n sebesar 1 (satu) kali ketentuan Pasal 40 ayat )2);\u003C\u002Fli>\n \u003Cli>Uang penghargaan masa kerja sebesar 1 (satu) kali ketentuan Pasal 66 ayat\n (3); dan\u003C\u002Fli>\n \u003Cli>Uang penggantian hak sesuai ketentuan Pasal 66 ayat (4).\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 80 : Pemutusan Hubungan Kerja Karena adanya Putusan Lembaga\nPenyelesaian Hubungan Industrial yang Menyatakan Perusahaan Tidak Melakukan\nPelanggaran Kerja\u003C\u002Fh3>\n\n\u003Cp>Pengusaha dapat melakukan Pemutusan Hubungan Kerja terhadap Pekerja\u002FBuruh\nkarena alasan adanya putusan lembaga penyelesaian perselisihan hubungan\nindustrial yang menyatakan Pengusaha tidak melakukan perbuatan sebagaimana\ndimaksud dalam PP 35 Tahun 2021 Pasal 36 huruf g terhadap permohonan yang\ndiajukan oleh pekerja\u002FBuruh maka Pekerja\u002FBuruh berhak atas:\u003C\u002Fp>\n\u003Col>\n \u003Cli>Uang penggantian hak sesuai ketentuan Pasal 66 ayat (4); dan\u003C\u002Fli>\n \u003Cli>Uang pisah yang besarannya diatur dalam Perjanjian Kerja, Peraturan\n Perusahaan, atau Perjanjian Kerja Bersama.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 81 : Pekerja\u002FBuruh Mengundurkan Diri Atas Kemauan Sendiri\u003C\u002Fh3>\n\n\u003Cp>Pekerja\u002FBuruh yang mengundurkan diri atas kemauan sendiri dan memenuhi\nsyarat sebagaimana dimaksud dalam PP 3 Tahun 2021 Pasal 36 huruf i, berhak\natas:\u003C\u002Fp>\n\u003Col>\n \u003Cli>Uang penggantian hak sesuai ketentuan Pasal 66 ayat (4); dan\u003C\u002Fli>\n \u003Cli>Uang pisah yang besarannya diatur dalam Perjanjian Kerja, Peraturan\n Perusahaan, atau Perjanjian Kerja Bersama.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 82 : Pemutusan Hubungan Kerja Karena Pekerja\u002FBuruh Mangkir Selama 5\n(lima) Hari Kerja Atau Lebih Berturut-turut\u003C\u002Fh3>\n\n\u003Cp>Pengusaha dapat melakukan Pemutusan Hubungan Kerja terhadap Pekerja\u002FBuruh\nkarena alasan Pekerja\u002FBuruh mangkir selama 5 (lima) hari kerja atau lebih\nberturut-turut tanpa keterangan secara tertulis yang dilengkapi dengan bukti\nyang sah dan telah dipanggil oleh Pengusaha 2 (dua) kali secara patut dan\ntertulis maka Pekerja\u002FBuruh berhak atas :\u003C\u002Fp>\n\u003Col>\n \u003Cli>Uang penggantian hak sesuai ketentuan Pasal 66 ayat (4); dan\u003C\u002Fli>\n \u003Cli>Uang pisah yang besarannya diatur dalam Perjanjian Kerja, Peraturan\n Perusahaan, atau Perjanjian Kerja Bersama.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 83 : Pemutusan Hubungan Kerja Pekerja\u002FBuruh Melakukan Pelanggaran\nKerja dan Telah Diberikan Surat Peringatan Pertama, Kedua dan Ketiga Secara\nBerturut-turut\u003C\u002Fh3>\n\n\u003Cp>Pengusaha dapat melakukan Pemutusan Hubungan Kerja terhadap Pekerja\u002FBuruh\nkarena alasan Pekerja\u002FBuruh melakukan pelanggaran ketentuan yang diatur dalam\nPerjanjian Kerja, Peraturan perusahaan, atau Perjanjian Kerja Bersama dan\nsebelumnya telah diberikan surat peringatan pertama, kedua, dan ketiga secara\nberturut-turut maka Pekerja\u002FBuruh berhak atas:\u003C\u002Fp>\n\u003Col>\n \u003Cli>Uang pesangon sebesar 0,5 (nol koma lima) kali ketentuan Pasal 66 ayat\n (2);\u003C\u002Fli>\n \u003Cli>Uang penghargaan masa kerja sebesar 1 (satu) kali ketentuan Pasal 66 ayat\n (3); dan\u003C\u002Fli>\n \u003Cli>Uang penggantian hak sesuai ketentuan Pasal 64 ayat (4).\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 84 : Pemutusan Hubungan Kerja Pekerja\u002FBuruh Melakukan Pelanggaran\nBersifat Mendesak Yang Diatur Dalam Perjanjian Kerja, PP\u002FPKB.\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Pengusaha dapat melakukan Pemutusan Hubungan Kerja terhadap Pekerja\u002FBuruh\n karena alasan Pekerja\u002FBuruh melakukan pelanggaran bersifat mendesak yang\n diatur dalam Perjanjian Kerja, Peraturan Perusahaan, atau Perjanjian Kerja\n Bersama maka Pekerja\u002FBuruh berhak atas: \n \u003Cp>a. Uang penggantian hak sesuai ketentuan Pasal 66 ayat (4); dan\u003C\u002Fp>\n \u003Cp>b. Uang pisah yang besarnya diatur dalam Perjanjian Kerja, Peraturan\n Perusahaan, atau Perjanjian Kerja Bersama.\u003C\u002Fp>\n \u003C\u002Fli>\n \u003Cli>Pengusaha dapat melakukan Pemutusan Hubungan Kerja sebagaimana dimaksud\n pada ayat (2), tanpa pemberitahuan sebagaimana dimaksud dalam Pasal 37 ayat\n (2) PP No. 35 Tahun 2021.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 85 : Pemutusan Hubungan Kerja Karena Pekerja\u002FBuruh Ditahan Pihak yang\nBerwajib yang Berkaitan Kerugian Perusahaan\u003C\u002Fh3>\n\n\u003Cp>Pengusaha dapat melakukan Pemutusan hubungan Kerja terhadap Pekerja\u002FBuruh\nkarena alasan Pekerja\u002FBuruh tidak dapat melakukan pekerjaan selama 6 (enam)\nbulan akibat ditahan pihak yang berwajib karena diduga melakukan tindak pidana\nsebagaimana dimaksud dalam pasal 36 huruf 1 yang menyebabkan kerugian\nPerusahaan maka Pekerja\u002FBuruh berhak atas:\u003C\u002Fp>\n\u003Col>\n \u003Cli>Uang penggantian hak sesuai ketentuan Pasal 66 ayat (4).\u003C\u002Fli>\n \u003Cli>Uang pisah yang besarnya diatur dalam perjanjian kerja, Peraturan\n perusahaan atau Perjanjian Kerja Bersama.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 86 : Pemutusan Hubungan Kerja Karena Pekerja\u002FBuruh Ditahan Pihak yang\nBerwajib yang Tidak Berkaitan Dengan Kerugian Perusahaan\u003C\u002Fh3>\n\n\u003Cp>Pengusaha dapat melakukan Pemutusan Hubungan Kerja terhadap Pekerja\u002FBuruh\nkarena alasan Pekerja\u002FBuruh tidak dapat melakukan pekerjaan selama 6 (enam)\nbulan akibat ditahan pihak yang berwajib karena diduga melakukan tindak pidana\nsebagaimana dimaksud dalam pasal 36 huruf 1 yang tidak menyebabkan kerugian\nPerusahaan maka Pekerja\u002FBuruh berhak atas:\u003C\u002Fp>\n\u003Col>\n \u003Cli>Uang penggantian hak sesuai ketentuan Pasal 66 ayat (4); dan\u003C\u002Fli>\n \u003Cli>Uang pisah yang besarnya diatur dalam Perjanjian Kerja, Peraturan\n Perusahaan, atau Perjanjian Kerja Bersama.\u003C\u002Fli>\n \u003Cli>Dalam hal pengadilan memutuskan perkara pidana sebelum berakhirnya masa 6\n (enam)\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 87 : Pemutusan Hubungan Kerja Karena Pekerja\u002FBuruh Mengalami Sakit\nBerkepanjangan\u002FCacat Akibat Kecelakaan Kerja\u003C\u002Fh3>\n\n\u003Cp>Pengusaha dapat melakukan Pemutusan Hubungan Kerja terhadap Pekerja\u002FBuruh\nkarena alasan Pekerja\u002FBuruh mengalami sakit berkepanjangan atau cacar akibat\nkecelakaan kerja dan tidak dapat melakukan pekerjaannya setelah melampaui batas\n12 (dua belas) bulan maka Pekerja\u002FBuruh berhak atas :\u003C\u002Fp>\n\u003Col>\n \u003Cli>Uang pesangon sebesar 2 (dua) kali ketentuan Pasal 66 ayat (2)\u003C\u002Fli>\n \u003Cli>Uang penghargaan masa kerja sebesar 1 (satu) kali ketentuan Pasal 64 ayat\n (3) ; dan\u003C\u002Fli>\n \u003Cli>Uang penggantian hak sesuai ketentuan Pasal 66 ayat (4)\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 88 : Pemutusan Hubungan Kerja Karena Pekerja\u002FBuruh Memasuki Usia\nPensiun\u003C\u002Fh3>\n\n\u003Cp>Pengusaha dapat melakukan Pemutusan Hubungan Kerja terhadap Pekerja\u002FBuruh\nkarena alasan Pekerja\u002FBuruh memasuki usia pensiun dengan ketentuan sebagai\nberikut :\u003C\u002Fp>\n\u003Col>\n \u003Cli>Pekerja yang telah mencapai usia maksimum 55 (lima puluh lima tahun)\n dapat diputuskan hubungan kerjanya melalui pemberhentian dengan hormat.\u003C\u002Fli>\n \u003Cli>Bagi Pekerja sebagaimana dimaksud pada ayat (1), atas pertimbangan\n potensi, kompetensi dan sikap kerja yang baik dapat dipertimbangkan untuk\n diperpanjang masa kerjanya sesuai dengan kebutuhan Perusahaan dan\n kesepakatan bersama.\u003C\u002Fli>\n \u003Cli>Bagi Pekerja sebagaimana dimaksud pada ayat (1), atas pertimbangan\n potensi, kompetensi dan sikap kerja yang baik dapat dipertimbangkan untuk\n diperpanjang masa kerjanya sesuai dengan kebutuhan Perusahaan dan\n kesepakatan bersama.\u003C\u002Fli>\n \u003Cli>Dalam rangka upaya regenerasi, revitalisasi organisasi, serta penyesuaian\n kompetensi terhadap sistem dan teknologi produksi teknisi serta persyaratan\n kerja seperti tuntutan fisik, maka untuk mendukung kelangsungan hidup\n perusahaan maka Perusahaan dapat melakukan pemutusan hubungan kerja kepada\n pekerja yang belum mencapai batasan usia sebagaimana dimaksud pada ayat\n (1).\u003C\u002Fli>\n \u003Cli>Pemutusan hubungan kerja terhadap Pekerja sebagaimana dimaksud pada ayat\n 91) dan (3) tersebut di atas akan mengacu pada ketentuan perundangan yang\n berlaku dalam menentukan hak-hak yang harus dibayarkan kepada Pekerja. Maka\n Pekerja\u002FBuruh berhak atas : \n \u003Cp>a. Uang pesangon sebesar 1,75 (satu koma tujuh puluh lima) kali\n ketentuan Pasal 66 ayat (2)\u003C\u002Fp>\n \u003Cp>b. Uang penghargaan masa kerja sebesar 1 (satu) kali ketentuan Pasal 66\n ayat (3) ; dan\u003C\u002Fp>\n \u003Cp>c. Uang penggantian hak sesuai ketentuan Pasal 40 ayat (4).\u003C\u002Fp>\n \u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 89 : Pemutusan Hubungan Kerja Karena Pekerja\u002FBuruh Meninggal\nDunia\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Pemutusan Hubungan Kerja karena alasan Pekerja\u002FBuruh meninggal dunia maka\n kepada ahli warisnya diberikan sejumlah uang yang perhitungannya sama\n dengan: \n \u003Cp>a. Uang pesangon sebesar 2 (dua) kali ketentuan Pasal 66 ayat (2)\u003C\u002Fp>\n \u003Cp>b. Uang penghargaan masa kerja sebesar 1 (satu) kali ketentuan Pasal 64\n ayat (3) ; dan\u003C\u002Fp>\n \u003Cp>c. Uang penggantian hak sesuai ketentuan Pasal 66 ayat (4)\u003C\u002Fp>\n \u003C\u002Fli>\n \u003Cli>Bagi Pekerja yang meninggal dunia, pesangon dan hak-haknya yang lain akan\n dibayarkan kepada ahli waris yang terdaftar di Perusahaan sesuai dengan\n peraturan yang berlaku.\u003C\u002Fli>\n \u003Cli>Apabila tidak ada ahli waris yang terdaftar di Perusahaan maka pesangon\n dan hak-hak yang lain akan dibayarkan kepada ahli waris yang ditetapkan\n oleh Pengadilan Agama atau Pengadilan Negeri.\u003C\u002Fli>\n \u003Cli>Selain hak-hak yang diperoleh dari Perusahaan, ahli warisnya berhak\n mendapatkan hak-haknya dari kepesertaan program BPJS.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 90 : Hutang-Hutang Pekerja Yang Putus Hubungan Kerja\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Apabila terjadi Pemutusan Hubungan Kerja terhadap pekerja yang masih\n mempunyai hutang, baik dengan Perusahaan atau Koperasi bilamana ada, yang\n disertai dengan bukti-bukti hutang yang sah, maka pembayaran atas\n hutang-hutang tersebut akan diperhitungkan\u002Fdipotong dari uang pesangon,\n uang jasa atau pembayaran lainnya atas nama Pekerja tersebut.\u003C\u002Fli>\n \u003Cli>Jika dana dari pembayaran hak Pekerja sebagaimana dimaksud pada ayat (1)\n diatas tidak mencukupi, maka penyelesaian hubungan kerja tidaklah berarti\n secara otomatis membebaskan Pekerja tersebut dari segala sisa\n hutang-hutangnya.\u003C\u002Fli>\n \u003Cli>Pekerja harus bersedia melunasi sisa hutangnya sebagaimana dimaksud dalam\n ayat (2) dengan menandatangani Surat Perjanjian Pelunasan Hutang.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 91 : Surat Keterangan Kerja\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Pada saat berakhirnya hubungan kerja, Perusahaan akan memberikan Surat\n Keterangan Kerja kepada Pekerja.\u003C\u002Fli>\n \u003Cli>Surat Keterangan Kerja hanya akan diberikan kepada Pekerja yang telah\n selesai masa percobaannya atau kepada Pekerja yang mengundurkan diri sesuai\n ketentuan yang berlaku di Perusahaan.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BAB XIV : PERATURAN PELAKSANAAN, PERATURAN TAMBAHAN HAK PENAFSIRAN DAN AZAS\nTELAH DIMAKLUMI\u003C\u002Fh2>\n\n\u003Ch3>Pasal 92 : Peraturan Pelaksanaan\u003C\u002Fh3>\n\n\u003Cp>Peraturan pelaksanaan yang merupakan penjabaran dari Perjanjian Kerja\nBersama ini, akan disusun bersama antara Perusahaan dan PSP SPN\u003C\u002Fp>\n\n\u003Ch3>Pasal 93 : Perubahan dan Penambahan\u003C\u002Fh3>\n\n\u003Cp>Apabila Perusahaan atau PSP SPN akan mengadakan perubahan atau penambahan\natas perjanjian ini, maka harus melalui persetujuan musyawarah dan mufakat dari\nkedua belah pihak dengan tidak menyimpang dari peraturan perundangan yang\nberlaku.\u003C\u002Fp>\n\n\u003Ch3>Pasal 94 : Perundingan-Perundingan\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Diadakan rapat Bipartit antara PSP SPN dan Perusahaan yang dilakukan\n setiap bulannya atau apabila ada hal-hal yang mendadak \u002F penting maka\n perundingan dapat dilakukan secepatnya di luar jadwal yang ditetapkan.\u003C\u002Fli>\n \u003Cli>PSP SPN dan Perusahaan dengan segala upaya harus mengusahakan agar setiap\n permasalahan dapat diselesaikan secara internal.\u003C\u002Fli>\n \u003Cli>Bilamana tidak terdapat persesuaian paham dalam perundingan-perundingan\n hingga tidak mendapatkan kesepakatan, maka salah satu pihak dapat\n mengajukan seorang perantara dari instansi yang berwenang sesuai\n Undang-undang yang berlaku.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 95 : Hak Penafsiran\u003C\u002Fh3>\n\n\u003Cp>Apabila terjadi perbedaan atau tidak jelasan dalam penafsiran, Perusahaan\nbersama Serikat Pekerja sepakat menyelesaikan perbedaan penafsiran tersebut\nsecara musyawarah untuk mufakat sampai terjadinya suatu solusi yang dapat\ndisepakati bersama.\u003C\u002Fp>\n\n\u003Ch3>Pasal 96 : Azas Telah Dimakluminya PKB Ini\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Semua Pekerja diberikan salinan dari PKB ini sebagai pegangan dan pedoman\n dalam mengatur perilaku hubungan kerjanya serta penentuan hak-hak dan\n kewajiban Perusahaan dan Pekerja.\u003C\u002Fli>\n \u003Cli>PKB ini akan diberikan kepada pekerja selambat-lambatnya 3 (tiga) bulan\n setelah penandatanganan dan telah disosialisasikan oleh Perusahaan serta\n PSP SPN kepada pekerja.\u003C\u002Fli>\n \u003Cli>Setiap pekerja yang telah menerima PKB ini dianggap telah mengetahui dan\n memahami isi dan ketentuan-ketentuan dalam Perjanjian Kerja Bersama (PKB)\n ini.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>Pasal 97 : Penutup\u003C\u002Fh3>\n\u003Col>\n \u003Cli>Perjanjian Kerja Bersama ini dibuat rangkap 3 (tiga) yang sama bunyinya\n dan mempunyai kekuatan hukum yang sama yang disampaikan kepada pihak\n Perusahaan, PSP SPN dan Dinas Sosial Tenaga Kerja dan Transmigrasi Kota\n Bogor.\u003C\u002Fli>\n \u003Cli>Perusahaan bersedia untuk memperbanyak \u002F menggandakan Perjanjian Kerja\n Bersama ini untuk dibagikan kepada seluruh Pekerja.\u003C\u002Fli>\n \u003Cli>Hal-hal yang tidak diatur di dalam Perjanjian Kerja Bersama ini tetapi\n sudah ada di dalam Undang-Undang dan Peraturan Pemerintah dinyatakan tetap\n berlaku.\u003C\u002Fli>\n \u003Cli>Dalam hal terjadi perubahan nama Perusahaan dan penggantian Pimpinan\n ataupun Penggantian Pengurus Serikat Pekerja, maka PKB ini tetap berlaku\n sampai dengan batas waktu yang telah disepakati bersama dalam perundingan\n PKB ini.\u003C\u002Fli>\n \u003Cli>Apabila dalam PKB ini ada pasal-pasal yang bertentangan dengan Peraturan\n Perundang-undangan yang berlaku, maka pasal-pasal tersebut batal demi\n hukum, dan yang diberlakukan adalah yang sudah diatur dalam peraturan\n perundang-undangan yang berlaku.\u003C\u002Fli>\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end_date\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Cli>Perjanjian Kerja Bersama ini berlaku 2 (dua) tahun sejak tanggal\n ditetapkannya. Jika sampai berakhirnya PKB ini tidak ada pemberitahuan atau\n pernyataan dari salah satu pihak untuk pembaharuan\u002Fperubahan, maka kedua\n belah pihak sepakat untuk memperpanjang masa berlakunya selama 1 (satu)\n tahun.\u003C\u002Fli>\u003C\u002Fdiv>\u003C\u002Fdiv>\n \u003Cli>Jika sampai berakhirnya PKB ini tidak ada pemberitahuan dari salah satu\n pihak untuk pembaharuan\u002Fperubahan, maka kedua belah pihak sepakat untuk\n memperpanjang masa berlakunya selama 1 (satu) tahun.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>TEAM PERUNDING PERJANJIAN KERJA BERSAMA (PKB) 2022 –\n2024\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>PT CITRA ABADI SEJATI\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Pihak Perusahaan\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col>\n \u003Cli>Seno Basuki Rahmad\u003C\u002Fli>\n \u003Cli>Muhrim\u003C\u002Fli>\n \u003Cli>Ayi Sopyan\u003C\u002Fli>\n \u003Cli>Linda Effendi\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>\u003Cstrong>\u003Cem>\u003C\u002Fem>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cem>PSP SPNTANDA TANGAN\u003C\u002Fem>\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col>\n \u003Cli>Rodembi\u003C\u002Fli>\n \u003Cli>Martono\u003C\u002Fli>\n \u003Cli>Saepullah\u003C\u002Fli>\n \u003Cli>Dadi Setiawan\u003C\u002Fli>\n \u003Cli>Norma Kundianti\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp style=\"text-align:left;\">\u003Cstrong>PERJANJIAN KERJA BERSAMA (PKB) 2022 –\n2024\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp style=\"text-align:left;\">\u003Cstrong>PT CITRA ABADI SEJATI\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ditandatangani di Bogor,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Cp>Pada tanggal, September 2022\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Pihak Perusahaan\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Seno Basuki Rahmad\u003C\u002Fp>\n\n\u003Cp>Manager HR & Compliance\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Serikat Pekerja\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Rodembi\u003C\u002Fp>\n\n\u003Cp>Ketua PSP SPn\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mengetahui dan Menyetujui,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Jerry Nainggolan\u003C\u002Fp>\n\n\u003Cp>Corporate HR & Compliance\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sunil Hiro Shewakraman\u003C\u002Fp>\n\n\u003Cp>Direkturi\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start_date":43,"cbadate_end":46,"cbadate_end_date":50,"trainingprogrammes":52,"trainingprogrammes_newtech":56,"apprenticeships":60,"pensionfund":64,"disabilityfund":68,"unemploymentfund":70,"contracttrial":74,"contractseverancepay":78,"contractseverancepay1":82,"severance":86,"severance_number":88,"severance_number_1_tenure":92,"sicknesspay":96,"maxsicknesspayperc":100,"sicknessmaxdays":104,"menstruationleave":108,"disabilitypay":112,"healthinsurance":116,"healthinsurancerelatives":120,"healthcareaccess":122,"healthcareaccessrelatives":124,"protectiveclothing":126,"code_application":130,"funeralpay":134,"paidmaternityleave":138,"paidmaternityleaveduration":142,"paidmaternityleavepay":146,"discrimination":150,"violence":154,"sexualhar":158,"maternityotherclause":162,"screeningnonstandard":166,"paidpaternityleave":170,"paidpaternityleaveduration":174,"paidpaternityleavepay":176,"childcare":180,"deathrelatives":184,"marriage":188,"marriageleave":191,"maternity_nursing_breaks_duration":193,"breastfeeding_workingtime":197,"nursingfacilities":199,"hourspday_select":201,"hourspday":205,"hourspweek_select":207,"hourspweek":209,"dayspweek":211,"hoursovertimemax":213,"holidaysdays":217,"holidaysfixed":221,"bankholidays1":223,"SCHEDULE_trigger":227,"schedulesrestpw":231,"TRADEUNLEAV_trigger":233,"PAYSCALES_trigger":237,"LOWWAGE_trigger":241,"LOWWAGE_government":245,"LOWWAGE_provision":247,"lowwageperiod":251,"lowwageamount":253,"STRUCINCR_trigger":255,"wageincreasefirmperformance":259,"ONCEONLY_trigger":261,"onceonly_detail":265,"ONCERISE_trigger":269,"oncerise_detail":273,"oncerise_detail_txt":275,"incidentalbonustype2":277,"incidentalbonusperc1":281,"incidentalbonusdate":285,"incidentalbonusdate_date":287,"overtimeallowanceperc1":291,"overtimeallowanceperc1_general":295,"overtimeallowancetype_general":299,"SUNDAY_trigger":301,"sundayallowancetype":305,"mealvouchers":309,"MEALALL_trigger":313,"mealvoucherstype1":317,"mealvoucherstype2":319,"direct_participation_hrs":321,"direct_participation_trigger":325,"green_trigger":329},{"bindId":44,"name":45,"text":45},"cbadate_start_date","Pada tanggal, September 2022",{"bindId":47,"name":48,"text":49},"cbadate_end","Perjanjian Kerja Bersama ini berlaku 2 (","Perjanjian Kerja Bersama ini berlaku 2 (dua) tahun sejak tanggal\n ditetapkannya. Jika sampai berakhirnya PKB ini tidak ada pemberitahuan atau\n pernyataan dari salah satu pihak untuk pembaharuan\u002Fperubahan, maka kedua\n belah pihak sepakat untuk memperpanjang masa berlakunya selama 1 (satu)\n tahun.",{"bindId":51,"name":48,"text":49},"cbadate_end_date",{"bindId":53,"name":54,"text":55},"trainingprogrammes","Dalam rangka pengembangan sumberdaya man","Dalam rangka pengembangan sumberdaya manusia dan pemenuhan standar kualitas\ndan produktivitas, Perusahaan dapat mengembangkan dan melaksanakan program\npelatihan. Jenis pelatihan dirancang untuk memenuhi kebutuhan Perusahaan yang\nberagam namun mempunyai kesamaan dalam tujuan yaitu untuk meningkatkan\nproduktivitas dan kualitas kerja, mengembangkan potensi pekerja, meningkatkan\ndisiplin dan mendorong kerjasama antar sesama Pekerja, antar Pekerja dengan\natasan, dan antar departemen yang saling terkait.",{"bindId":57,"name":58,"text":59},"trainingprogrammes_newtech","Mengembangkan Pekerja melalui aplikasi s","Mengembangkan Pekerja melalui aplikasi sistem dan teknologi yang\n berkaitan dengan pekerjaan, pengayaan (enrichment) dan pendalaman secara\n vertikal maupun pelebaran cakupan (enlargement) secara horizontal dari\n penugasan Pekerja; Mengikutsertakan Pekerja pada program pelatihan internal\n dan eksternal yang diputuskan Perusahaan sebagai sarana pengembangan.",{"bindId":61,"name":62,"text":63},"apprenticeships","Perusahaan bersedia melaksanakan program","Perusahaan bersedia melaksanakan program pemagangan guna mendukung\n pelaksanaan pemagangan Nasional tanpa kewajiban mempekerjakan peserta\n program di Perusahaan.",{"bindId":65,"name":66,"text":67},"pensionfund","Perusahaan bersama Pekerja wajib membaya","Perusahaan bersama Pekerja wajib membayar iuran atas penyelenggaraan\n Program BPJS Ketenagakerjaan sebagai berikut: \n - Perusahaan (dari upah tetap) :\n - Jaminan Kecelakaan Kerja (JKK): 0,24%\n - Jaminan Kematian (JK): 0,30%\n - Jaminan Hari Tua (JHT): 3,70%\n - Pensiun : 2%",{"bindId":69,"name":66,"text":67},"disabilityfund",{"bindId":71,"name":72,"text":73},"unemploymentfund","Pekerja\u002Fburuh yang telah ikut berbagi pr","Pekerja\u002Fburuh yang telah ikut berbagi program jaminan BPJS\n Ketenagakerjaan akan secara otomatis menjadi peserta program JKP begitu PP\n Nomor 37 Tahun 2021 diundangkan dan berlaku.",{"bindId":75,"name":76,"text":77},"contracttrial","Pekerja yang baru wajib menjalani masa p","Pekerja yang baru wajib menjalani masa percobaan paling lama tiga bulan\n setelah dimulainya hubungan kerja atau sebagaimana ditentukan peraturan\n perundang-undangan yang berlaku.",{"bindId":79,"name":80,"text":81},"contractseverancepay","Dalam hal terjadi Pemutusan Hubungan Ker","Dalam hal terjadi Pemutusan Hubungan Kerja, Pengusaha wajib membayar uang\n pesangon dan\u002Fatau uang penghargaan masa kerja, dan uang penggantian hak\n yang seharusnya diterima.",{"bindId":83,"name":84,"text":85},"contractseverancepay1","TABEL UANG PESANGON Masa Kerja (tahun) B","TABEL UANG PESANGON\n\n\n \n \n \n \n Masa Kerja (tahun)\n Besar Pesangon\n \n \n \u003C1 \n 1 bulan penuh\n \n \n 1 s\u002Fd \u003C= 2\n 2 bulan penuh\n \n \n 2 s\u002Fd\u003C= 3 \n 3 bulan penuh \n \n \n 3 s\u002Fd\u003C= 4\n 4 bulan penuh\n \n \n 4 s\u002Fd\u003C= 5\n 5 bulan penuh\n \n \n 5 s\u002Fd\u003C= 6\n 6 bulan penuh\n \n \n 6 s\u002Fd\u003C= 7\n 7 bulan penuh\n \n \n 7 s\u002Fd\u003C= 8\n 8 bulan penuh\n \n \n > 8\n 9 bulan penuh",{"bindId":87,"name":84,"text":85},"severance",{"bindId":89,"name":90,"text":91},"severance_number","5 s\u002Fd\u003C= 6 6 bulan penuh","5 s\u002Fd\u003C= 6\n 6 bulan penuh",{"bindId":93,"name":94,"text":95},"severance_number_1_tenure","1 s\u002Fd \u003C= 2 2 bulan penuh","1 s\u002Fd \u003C= 2\n 2 bulan penuh",{"bindId":97,"name":98,"text":99},"sicknesspay","Ketentuan pengupahan karena sakit berkep","Ketentuan pengupahan karena sakit berkepanjangan sebagaimana diatur dalam\n ketentuan peraturan perundangan adalah sebagai berikut: \n a. Untuk 4 (empat) bulan pertama dibayar 100% dari upah sebulan.\n b. Untuk 4 (empat) bulan kedua dibayar 75% dari upah sebulan.\n c. Untuk 4 (empat) bulan ketiga dibayar 50% dari upah sebulan.",{"bindId":101,"name":102,"text":103},"maxsicknesspayperc","a. Untuk 4 (empat) bulan pertama dibayar","a. Untuk 4 (empat) bulan pertama dibayar 100% dari upah sebulan.\n b. Untuk 4 (empat) bulan kedua dibayar 75% dari upah sebulan.\n c. Untuk 4 (empat) bulan ketiga dibayar 50% dari upah sebulan.",{"bindId":105,"name":106,"text":107},"sicknessmaxdays","Apabila pekerja sakit melebihi 12 (dua b","Apabila pekerja sakit melebihi 12 (dua belas) bulan terus menerus, dan\n masih belum sembuh menurut keterangan Dokter, maka atas kesepakatan\n Perusahaan dan PSP SPN dapat diputuskan hubungan kerjanya sesuai dengan\n Undang-undang yang berlaku dengan memanggil terlebih dahulu pekerja\n tersebut.",{"bindId":109,"name":110,"text":111},"menstruationleave","Pekerja perempuan yang dalam masa haid m","Pekerja perempuan yang dalam masa haid merasakan sakit dan memberitahukan\n kepada perusahaan, tidak wajib bekerja pada hari pertama dan kedua waktu\n haid dengan mendapat upah.",{"bindId":113,"name":114,"text":115},"disabilitypay","a. Biaya pengangkutan \u002F ambulan dari tem","a. Biaya pengangkutan \u002F ambulan dari tempat kecelakaan ke rumah sakit\n atau ke rumah pekerja.\n b. Biaya perawatan (rawat inap) dan pengobatan.\n c. Biaya pemakaman.\n d. Tunjangan kecelakaan kerja.",{"bindId":117,"name":118,"text":119},"healthinsurance","Perusahaan mengikutsertakan pekerja bese","Perusahaan mengikutsertakan pekerja beserta keluarganya (seorang\n istri\u002Fsuami\u002Fbeserta 3 orang anak yang sah) melalui mekanisme BPJS Kesehatan\n yang diselenggarakan oleh BPJS Kesehatan",{"bindId":121,"name":118,"text":119},"healthinsurancerelatives",{"bindId":123,"name":118,"text":119},"healthcareaccess",{"bindId":125,"name":118,"text":119},"healthcareaccessrelatives",{"bindId":127,"name":128,"text":129},"protectiveclothing","Perusahaan menyediakan alat-alat keselam","Perusahaan menyediakan alat-alat keselamatan kerja untuk melindungi\n Pekerja dari ancaman dan bahaya kecelakaan kerja sesuai dengan tuntutan\n pekerjaan, antara lain: \n a. Masker.\n b. Pakaian Kerja khusus.\n c. Sepatu khusus.\n d. Kacamata khusus.\n e. Sarung tangan khusus.\n f. Alas kaki karet (rubber mat) atau alat-alat keselamatan kerja lain\n yang dibutuhkan, sesuai dengan sifat atau faktor keselamatan\n pekerjaannya.",{"bindId":131,"name":132,"text":133},"code_application","Perusahaan membentuk Panitia Pembina Kes","Perusahaan membentuk Panitia Pembina Keselamatan, Kesehatan dan\n Lingkungan Kerja (P2K3) (Safety Committee) berdasarkan Undang-Undang No.\n 1\u002F1970 Bab VI Pasal 10.",{"bindId":135,"name":136,"text":137},"funeralpay","Pekerja meninggal dunia diberikan sumban","Pekerja meninggal dunia diberikan sumbangan Rp. 500.000,-(seratus lima\n puluh ribu rupiah).",{"bindId":139,"name":140,"text":141},"paidmaternityleave","Pekerja wanita hamil wajib melakukan pem","Pekerja wanita hamil wajib melakukan pemeriksaan ke klinik Perusahaan\n yang akan mencatat dan memantau perkembangannya. Hasil pemeriksaan\n diserahkan Pekerja pada pimpinannya dengan melampirkan surat keterangan\n dari dokter \u002F bidan untuk mengetahui Hari Perkiraan Lahir (HPL)",{"bindId":143,"name":144,"text":145},"paidmaternityleaveduration","Pekerja wanita yang akan melahirkan berh","Pekerja wanita yang akan melahirkan berhak atas cuti melahirkan selama\n 1,5 (satu setengah) bulan sebelum saatnya melahirkan dan 1,5 (satu\n setengah) bulan sesudah melahirkan menurut perhitungan dokter kandungan\n atau bidan.",{"bindId":147,"name":148,"text":149},"paidmaternityleavepay","Pekerja wanita yang menjalani cuti melah","Pekerja wanita yang menjalani cuti melahirkan atau cuti gugur kandungan\n berhak mendapat upah.",{"bindId":151,"name":152,"text":153},"discrimination","a. Perusahaan menjunjung tinggi prinsip ","a. Perusahaan menjunjung tinggi prinsip non\n diskriminatif dengan memberikan kesempatan bekerja yang sama bagi setiap\n calon pekerja yang memiliki kualifikasi jabatan yang diperlukan tanpa\n membedakan ras, agama, etnis, disabilitas fisik dan sejenisnya.",{"bindId":155,"name":156,"text":157},"violence","h. Melakukan penganiayaan\u002Ftindak kekeras","h. Melakukan penganiayaan\u002Ftindak kekerasan terhadap Perusahaan, atasan,\n bawahan, atau teman sekerja atau terhadap keluarga masing-masing pihak\n sebagaimana dimaksud pada butir ini.",{"bindId":159,"name":160,"text":161},"sexualhar","d. Melakukan tindakan sewenang-wenang ya","d. Melakukan tindakan sewenang-wenang yang termasuk dalam tindakan\n pelecehan dan perlakuan kasar (abuse and harassment)",{"bindId":163,"name":164,"text":165},"maternityotherclause","Pekerja wanita yang mengalami keguguran ","Pekerja wanita yang mengalami keguguran kandungan berhak memperoleh\n istirahat\u002Fcuti gugur kandungan selama 1,5 (satu setengah) bulan atau sesuai\n dengan Surat Keterangan Dokter atau Bidan.",{"bindId":167,"name":168,"text":169},"screeningnonstandard","d. Tidak mensyaratkan tes kehamilan dan ","d. Tidak mensyaratkan tes kehamilan dan tes\n HIV\u002FAIDS,\n e. Calon pekerja tidak pernah diberhentikan\n secara tidak hormat dari salah satu unit usaha Busana Apparel Group.",{"bindId":171,"name":172,"text":173},"paidpaternityleave","g. Istri Melahirkan \u002F Gugur kandungan: 2","g. Istri Melahirkan \u002F Gugur kandungan: 2\n hari",{"bindId":175,"name":172,"text":173},"paidpaternityleaveduration",{"bindId":177,"name":178,"text":179},"paidpaternityleavepay","Perusahaan memberikan izin\u002Fdispensasi me","Perusahaan memberikan izin\u002Fdispensasi meninggalkan pekerjaan dengan\n mendapat upah pokok untuk : \n a. Pernikahan pekerja sendiri: 3 hari\n b. Pernikahan Anak Pekerja: 2 hari\n c. Khitanan Anak Kandung Pekerja: 2 hari\n d. Baptis Anak Pekerja: 2 hari\n e. Meninggal Dunia Istri \u002F Suami \u002FAnak Pekerja\n \u002F Menantu: 2 hari\n f. Meninggal Dunia Orang Tua \u002F Mertua Pekerja:\n 2 hari\n g. Istri Melahirkan \u002F Gugur kandungan: 2\n hari\n h. Anggota Keluarga dalam satu rumah yang\n meninggal: 1 hari\n i Menunaikan kewajiban kepada Pemerintah dan\n Ibadah Agama selama waktu yang diperlukan",{"bindId":181,"name":182,"text":183},"childcare","b. Pernikahan Anak Pekerja: 2 hari c. Kh","b. Pernikahan Anak Pekerja: 2 hari\n c. Khitanan Anak Kandung Pekerja: 2 hari\n d. Baptis Anak Pekerja: 2 hari",{"bindId":185,"name":186,"text":187},"deathrelatives","e. Meninggal Dunia Istri \u002F Suami \u002FAnak P","e. Meninggal Dunia Istri \u002F Suami \u002FAnak Pekerja\n \u002F Menantu: 2 hari\n f. Meninggal Dunia Orang Tua \u002F Mertua Pekerja:\n 2 hari",{"bindId":189,"name":190,"text":190},"marriage","a. Pernikahan pekerja sendiri: 3 hari",{"bindId":192,"name":190,"text":190},"marriageleave",{"bindId":194,"name":195,"text":196},"maternity_nursing_breaks_duration","Perusahaan menyediakan tempat\u002Fruangan kh","Perusahaan menyediakan tempat\u002Fruangan khusus dan memberi kesempatan bagi\n pekerja wanita untuk memerah ASI di tempat kerja.",{"bindId":198,"name":195,"text":196},"breastfeeding_workingtime",{"bindId":200,"name":195,"text":196},"nursingfacilities",{"bindId":202,"name":203,"text":204},"hourspday_select","a. Waktu kerja normal adalah waktu kerja","a. Waktu kerja normal adalah waktu kerja selama 8 (delapan) jam\u002Fhari dan\n 40 (empat puluh) jam\u002Fminggu untuk 5 (lima) hari kerja. \n ",{"bindId":206,"name":203,"text":204},"hourspday",{"bindId":208,"name":203,"text":204},"hourspweek_select",{"bindId":210,"name":203,"text":204},"hourspweek",{"bindId":212,"name":203,"text":204},"dayspweek",{"bindId":214,"name":215,"text":216},"hoursovertimemax","Dalam kondisi tertentu seperti Listrik m","Dalam kondisi tertentu seperti Listrik mati, keterlambatan material,\n kerusakan mesin dan faktor lain di luar kendali Perusahaan yang dapat\n mengakibatkan jadwal pengapalan (shipment) terganggu, maka untuk mencegah\n terjadinya kerugian besar seperti biaya airfreight dan customer penalti\n maka atas persetujuan pekerja pelaksanaan kerja lembur lebih dari 4 jam\n perhari dan maksimum 18 jam lembur dalam satu minggu (diluar jam kerja\n normal 40 jam\u002Fminggu) dapat dilaksanakan.",{"bindId":218,"name":219,"text":220},"holidaysdays","Setiap Pekerja yang telah bekerja selama","Setiap Pekerja yang telah bekerja selama 12 (dua belas) bulan terus\n menerus, terhitung sejak dipekerjakan dan memenuhi syarat perhitungan hari\n kerjanya, berhak atas cuti tahunan selama 12 (dua belas) hari dengan\n mendapatkan upah. Hari libur resmi yang jatuh pada saat Pekerja menggunakan\n hak cutinya akan ditambahkan pada jumlah hari cuti. Akan tetapi jumlah hari\n Cuti Bersama, baik yang ditetapkan oleh Pemerintah maupun ditentukan oleh\n Perusahaan akan dikurangkan dari Cuti Tahunan.",{"bindId":222,"name":219,"text":220},"holidaysfixed",{"bindId":224,"name":225,"text":226},"bankholidays1","Perusahaan mematuhi ketentuan yang menga","Perusahaan mematuhi ketentuan yang mengatur Hari Besar Resmi\n Pemerintah.",{"bindId":228,"name":229,"text":230},"SCHEDULE_trigger","Hari libur mingguan bagi pekerja yang be","Hari libur mingguan bagi pekerja yang bekerja pada kegiatan yang terkait\n dengan produksi, kantor dan umum, adalah hari Sabtu dan Minggu. Sedangkan\n pekerja yang bekerja berdasarkan rotasi atau shift seperti Satpam, hari\n libur mingguan akan ditetapkan oleh Manager yang bersangkutan.",{"bindId":232,"name":229,"text":230},"schedulesrestpw",{"bindId":234,"name":235,"text":236},"TRADEUNLEAV_trigger","Pengurus\u002Fanggota Serikat Pekerja yang me","Pengurus\u002Fanggota Serikat Pekerja yang mendapat tugas menjalankan kegiatan\n organisasinya tetap mempunyai hak-hak dan kewajiban yang sama seperti\n pekerja lainnya dalam segala hal yang berhubungan dengan kedudukan dan\n tanggung-jawabnya sebagai pekerja di perusahaan.",{"bindId":238,"name":239,"text":240},"PAYSCALES_trigger","Perusahaan menyusun struktur dan skala u","Perusahaan menyusun struktur dan skala upah dengan memperhatikan\n golongan, jabatan, masa kerja, pendidikan, ruang lingkup tanggung jawab dan\n kompetensi yang diperlukan.",{"bindId":242,"name":243,"text":244},"LOWWAGE_trigger","Perusahaan membayarkan upah minimum atau","Perusahaan membayarkan upah minimum atau terendah sesuai ketentuan upah\n minimum yang telah ditetapkan oleh Pemerintah.",{"bindId":246,"name":243,"text":244},"LOWWAGE_government",{"bindId":248,"name":249,"text":250},"LOWWAGE_provision","Upah Pekerja dibayarkan atas dasar perhi","Upah Pekerja dibayarkan atas dasar perhitungan upah bulanan dan\n perhitungan upah sehari adalah 1\u002F30 x upah sebulan.",{"bindId":252,"name":249,"text":250},"lowwageperiod",{"bindId":254,"name":243,"text":244},"lowwageamount",{"bindId":256,"name":257,"text":258},"STRUCINCR_trigger","Perusahaan dalam menaikkan upah pekerja ","Perusahaan dalam menaikkan upah pekerja berpedoman pada pengaturan upah\n minimum, sistem internal yang mengatur penilaian kinerja, struktur dan\n skala upah, persaingan pasar, dan kemampuan Perusahaan.",{"bindId":260,"name":257,"text":258},"wageincreasefirmperformance",{"bindId":262,"name":263,"text":264},"ONCEONLY_trigger","Sistem Pengupahan yang berlaku di perusa","Sistem Pengupahan yang berlaku di perusahaan bertujuan untuk mewujudkan\n pemenuhan penghidupan yang lebih baik bagi Pekerja beserta keluarganya\n sebagaimana dimaksud dalam peraturan perundangan yang berlaku. Perusahaan\n menganut paham sistem kompensasi yang memberi imbalan sepadan dengan\n prestasi kerja yang dikenal dengan sebutan “Pay for Performance”\n sebagaimana diatur dalam sistem penilaian kerja Perusahaan.\n Upah Pekerja dibayarkan atas dasar perhitungan upah bulanan dan\n perhitungan upah sehari adalah 1\u002F30 x upah sebulan.",{"bindId":266,"name":267,"text":268},"onceonly_detail","Sistem Penilaian Prestasi Kerja Perusaha","Sistem Penilaian Prestasi Kerja Perusahaan merujuk pada prinsip “Pay\n for Performance” yang mendorong peningkatan produktivitas dan sarana\n pemenuhan aspirasi karir Pekerja diatur tersendiri dengan memperhatikan\n sistem dan arahan dari kantor pusat perusahaan.",{"bindId":270,"name":271,"text":272},"ONCERISE_trigger","Perusahaan memberikan tunjangan hari ray","Perusahaan memberikan tunjangan hari raya keagamaan kepada Pekerja,\n sesuai dengan ketentuan peraturan Pemerintah yang berlaku. Pembayarannya\n dilakukan selambat-lambatnya 7 (tujuh) hari sebelum hari raya\n keagamaan.",{"bindId":274,"name":271,"text":272},"oncerise_detail",{"bindId":276,"name":271,"text":272},"oncerise_detail_txt",{"bindId":278,"name":279,"text":280},"incidentalbonustype2","a. Masa kerja 1 bulan atau lebih tetapi ","a. Masa kerja 1 bulan atau lebih tetapi kurang dari 1 tahun, besarnya\n tunjangan hari raya diberikan secara proporsional.\n b. Masa kerja 1 tahun keatas, besarnya tunjangan hari raya 1 (satu)\n bulan upah tetap.",{"bindId":282,"name":283,"text":284},"incidentalbonusperc1","b. Masa kerja 1 tahun keatas, besarnya t","b. Masa kerja 1 tahun keatas, besarnya tunjangan hari raya 1 (satu)\n bulan upah tetap.",{"bindId":286,"name":271,"text":272},"incidentalbonusdate",{"bindId":288,"name":289,"text":290},"incidentalbonusdate_date","e. Hari Raya Keagamaan Idul Fitri diteta","e. Hari Raya Keagamaan Idul Fitri ditetapkan sebagai dasar pembayaran\n THR.",{"bindId":292,"name":293,"text":294},"overtimeallowanceperc1","- Untuk jam lembur selebihnya dibayar se","- Untuk jam lembur selebihnya dibayar sebesar\n 2,0 x upah seja.",{"bindId":296,"name":297,"text":298},"overtimeallowanceperc1_general","- Untuk jam lembur pertama dibayar 1,5 x","- Untuk jam lembur pertama dibayar 1,5 x upah\n sejam.",{"bindId":300,"name":297,"text":298},"overtimeallowancetype_general",{"bindId":302,"name":303,"text":304},"SUNDAY_trigger","b. Apabila kerja lembur dilakukan pada h","b. Apabila kerja lembur dilakukan pada hari\n istirahat mingguan atau hari raya resmi,\n - Untuk setiap jam dalam batas 8 (delapan) jam\n dibayar lembur sebesar 2,0 x upah sejam.\n - Untuk jam pertama selebihnya 8 (delapan) jam,\n dibayar lembur sebesar 3,0 x upah sejam.\n - Untuk jam kedua dan seterusnya setelah 8\n (delapan) jam, dibayar lembur 4,0 x upah sejam.\n c. Apabila kerja lembur dilakukan pada hari\n istirahat mingguan dan\u002Fatau hari libur resmi untuk skema 6 (enam) hari\n kerja 40 (empat puluh) jam seminggu maka :\n - Perhitungan upah kerja lembur untuk 7 (tujuh)\n jam pertama dibayar 2 (dua) kali upah sejam, dan jam kedelapan dibayar 3\n (tiga) kali upah sejam dan jam lembur kesembilan dan kesepuluh dibayar 4\n (empat) kali upah sejam.\n - Apabila hari libur resmi jatuh pada hari\n kerja terpendek perhitungan upah lembur 5 (lima) jam pertama dibayar 2\n (dua) kali upah sejam, jam keenam 3 (tiga) kali upah sejam dan jam lembur\n ketujuh dan kedelapan 4 (empat) kali upah sejam.",{"bindId":306,"name":307,"text":308},"sundayallowancetype","- Untuk setiap jam dalam batas 8 (delapa","- Untuk setiap jam dalam batas 8 (delapan) jam\n dibayar lembur sebesar 2,0 x upah sejam.",{"bindId":310,"name":311,"text":312},"mealvouchers","Perusahaan menyediakan fasilitas kantin,","Perusahaan menyediakan fasilitas kantin, makan dan minum untuk Pekerja\n pada waktu istirahat kerja, dengan menu yang memenuhi standar kalori dan\n harga paket yang ditetapkan Perusahaan.",{"bindId":314,"name":315,"text":316},"MEALALL_trigger","Bagi Pekerja yang melaksanakan ibadah pu","Bagi Pekerja yang melaksanakan ibadah puasa Ramadhan, penggantian uang\n makan dapat diberikan dalam bentuk uang yang akan dibayarkan bersamaan\n dengan pembayaran gaji atau dalam bentuk natura.",{"bindId":318,"name":315,"text":316},"mealvoucherstype1",{"bindId":320,"name":315,"text":316},"mealvoucherstype2",{"bindId":322,"name":323,"text":324},"direct_participation_hrs","Setiap permasalahan keluh-kesah harus di","Setiap permasalahan keluh-kesah harus diusahakan semaksimal mungkin untuk\n dapat diselesaikan secara Bipartit ditingkat paling lini, yaitu antara\n Pekerja dan atasan dengan pendampingan Serikat Pekerja dengan HR bila\n dirasa perlu.",{"bindId":326,"name":327,"text":328},"direct_participation_trigger","Apabila Pekerja mendapatkan perlakuan ya","Apabila Pekerja mendapatkan perlakuan yang tidak adil atau tidak wajar\n serta bertentangan dengan Perjanjian Kerja Bersama, maka pekerja tersebut\n dapat mengadukannya kepada atasannya langsung, Human Resources, dan Serikat\n Pekerja. atau sarana yang tersedia seperti kotak saran",{"bindId":330,"name":331,"text":332},"green_trigger","Untung meningkatkan perlindungan terhada","Untung meningkatkan perlindungan terhadap lingkungan maka pekerja: \n a. Diwajibkan membuang sampah pada tempat yang telah disediakan.\n b. Berperan aktif secara berkelanjutan untuk mengurangi limbah yang\n dihasilkan dalam produksi dengan secara efisien dan sesuai prosedur yang\n ditetapkan.\n c. Menjaga dan memelihara area hijau yang tersedia di area\n perusahaan.\n d. Diwajibkan melakukan upaya penghematan energi dan air.","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>IDN PT. Citra Abadi Sejati - Bogor - 2022\u003C\u002Fh2>\n\n \u003Cdiv class=\"section general\">\n\n \n \u003Cdiv id=\"display-start_date\">Tanggal dimulainya perjanjian: → 2022-09-01\u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-end_date\">Tanggal berakhirnya perjanjian: → 2024-09-01\u003C\u002Fdiv>\n \n \n\n \u003C!-- TODO: previous CBA logic -->\n \u003C!-- TODO: status logic -->\n\n \n \u003Cdiv id=\"display-cbaratified\">Diratifikasi oleh: → Ministry\u003C\u002Fdiv>\n \n \n \n\n \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n \u003Cdiv id=\"display-SECTOR1\">\n Nama industri: → Industri\u002Fpabrik pengolahan\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-NACE2004\">\n Nama industri: → Pabrik Manufaktur Garmen (garmen, pakaian jadi)\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-FIRMPRI\">\n Sektor publik\u002Fswasta: → In the private sector\n \u003C\u002Fdiv>\n \n \u003Cdiv>Disimpulkan oleh:\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n \n \n \u003Cdiv>\n Nama perusahaan: → \n Citra Abadi Sejati - Bogor\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n Nama serikat pekerja: → \n\n \n \n \u003Cspan>\n SPN - Serikat Pekerja Nasional\n \u003C\u002Fspan>\n \n\n \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv id=\"display-casignemployees\">\n Nama penandatangan dari pihak pekerja → \n \u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section social-security-pensions\">\n \u003Ch3 id=\"display-SOCSEC_trigger\">JAMINAN SOSIAL DAN PENSIUN\u003C\u002Fh3>\n \u003Cdiv id=\"display-pensionfund\">Pengusaha memberikan kontribusi untuk dana pensiun bagi pekerja: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-disabilityfund\">Pengusaha memberikan kontribusi untuk tunjangan cacat bagi pekerja: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-unemploymentfund\">Pengusaha memberikan kontribusi untuk tunjangan pengangguran bagi pekerja: → Yes\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section training\">\n \u003Ch3 id=\"display-TRAINING_trigger\">PELATIHAN\u003C\u002Fh3>\n \u003Cdiv id=\"display-trainingprogrammes\">Program pelatihan: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-apprenticeships\">Magang: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-trainingfund\">Pengusaha memberikan kontribusi untuk dana pelatihan bagi pekerja: → No\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section sickness-disability\">\n \u003Ch3 id=\"display-SICDIS_trigger\">KONDISI SAKIT DAN DISABILITAS\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-maxsicknesspayperc\">\n Maximum cuti sakit berbayar (untuk 6 bulan): → 92 %\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n Maximum hari untuk cuti sakit berbayar: → 365 hari\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-longtermillness\">Ketentuan mengenai kembali bekerja setelah menderita penyakit jangka panjang, seperti penyakit kanker: → No\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-menstruationleave\">Cuti haid berbayar: → Yes\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-disabilitypay\">Pembayaran gaji apabila tidak mampu bekerja dikarenakan kecelakaan kerja: → Yes\u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n\n\n \u003Cdiv class=\"section health-medical-assistence\">\n \u003Ch3 id=\"display-SICDIS_trigger\">KESELAMATAN DAN KESEHATAN KERJA SERTA BANTUAN MEDIS\u003C\u002Fh3>\n \u003Cdiv id=\"display-healthcareaccess\">Bantuan medis disetujui: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthcareaccessrelatives\">Bantuan medis bagi keluarga pekerja disetujui: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurance\">Kontribusi pengusaha untuk asuransi kesehatan disetujui: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurancerelatives\">Asuransi kesehatan bagi keluarga pekerja disetujui: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetypolicy\">Kebijakan keselamatan dan kesehatan kerja disetujui: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetytraining\">Pelatihan keselamatan dan kesehatan kerja disetujui: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-protectiveclothing\">Pakaian\u002Falat pelindung diri disediakan: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-hivpolicy\">Pemeriksaan kesehatan secara berkala disediakan oleh pengusaha: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-monitoring\">Pengawasan permintaan musculoskeletal di tempat kerja, resiko professional dan\u002Fatau hubungan antara pekerjaan dan kesehatan: → The relationship between work and health, Employee involvement in the monitoring\u003C\u002Fdiv>\n \u003Cdiv id=\"display-funeralpay\">Bantuan duka\u002Fpemakaman: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-funeralpayamount\">\n Minimum kontribusi pengusaha untuk penguburan\u002Fpemakaman: → IDR 500000.0\n \u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section work-family-arrangements\">\n \u003Ch3 id=\"display-WORKFAM_trigger\">PENGATURAN ANTARA KERJA DAN KELUARGA\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-paidmaternityleaveduration\">\n Cuti hamil berbayar: → 13 minggu\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv id=\"display-jobsecuritymothers\">Jaminan tetap dapat bekerja setelah cuti hamil: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-maternitydiscrimination\">Larangan diskriminasi terkait kehamilan: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Larangan mewajibkan pekerja yang sedang hamil atau menyusui untuk melakukan pekerjaan yang berbahaya atau tidak sehat: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-riskassessment\">Penilaian resiko terhadap keselamatan dan kesehatan pekerja yang sedang hamil atau menyusui di tempat kerja: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-alternatives\">Ketersediaan alternatif bagi pekerja hamil atau menyusui untuk tidak melakukan pekerjaan yang berbahaya atau tidak sehat: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-timeoff\">Cuti untuk melakukan pemeriksaan pranatal: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningnonstandard\">Larangan untuk melakukan penyaringan terhadap pekerja yang hamil sebelum mempekerjakan pekerja: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningpromotion\">Larangan untuk melakukan penyaringan terhadap pekerja yang hamil sebelum mempromosikan: → No\u003C\u002Fdiv> \n \u003Cdiv id=\"display-nursingmothers\">Fasilitas untuk pekerja yang menyusui: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcareprovision\">Pengusaha menyediakan fasilitas penitipan anak: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcaresubsidy\">Pengusaha mensubsidi fasilitas penitipan anak: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-educationtuition\">Tunjangan\u002Fbantuan pendidikan bagi anak pekerja: → No\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-childcareleave\">\n Cuti berbayar tiap tahun yang diberikan untuk merawat anggota keluarga: → 2 hari\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-paidpaternityleaveduration\">\n Cuti ayah berbayar: → 2 hari\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-deathrelativesleave\">\n Durasi cuti yang diberikan ketika ada anggota keluarga yang meninggal: → 2 hari\n \u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n \n \u003Cdiv class=\"section gender-equality-issues\">\n \u003Ch3 id=\"display-GENEQ_trigger\">ISU KESETARAAN GENDER\u003C\u002Fh3>\n \u003Cdiv id=\"display-eqpay\">Upah yang sama untuk pekerjaan yang sama nilainya: → No\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-discrimination\">Klausal mengenai diskriminasi di tempat kerja → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-eqpromotion\">Kesempatan yang sama bagi perempuan untuk mendapat promosi: → No\u003C\u002Fdiv> \n \u003Cdiv id=\"display-eqtraining\">Kesempatan yang sama bagi perempuan untuk mendapat pelatihan: → No\u003C\u002Fdiv> \n \u003Cdiv id=\"display-eqofficer\">Kesetaraan gender dalam kepengurusan serikat pekerja di tempat kerja: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-sexualhar\">Klausal mengenai pelecehan seksual di tempat kerja → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-violence\">Klausal mengenai kekerasan di tempat kerja → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-violenceleave\">Cuti khusus bagi pekerja yang menjadi korban kekerasan dalam rumah tangga: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-support_disabilities\">Dukungan bagi pekerja perempuan dengan disabilitas: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-equalitymonitoring\">Pengawasan kesetaraan gender: → No\u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n \n\n \u003Cdiv class=\"section employment-contracts\">\n \u003Ch3 id=\"display-EMPCONTR_trigger\">PERJANJIAN KERJA\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-contracttrialperiod\">\n Durasi masa percobaan: → 91 hari\n \u003C\u002Fdiv>\n \n \n\u003Cdiv id=\"display-severance_number\">\n Uang pesangon setelah masa kerja 5 tahun (jumlah hari yang digaji): → 180 hari\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-severance_number_1_tenure\">\n Uang pesangon setelah masa kerja 5 tahun (jumlah hari yang digaji): → 60 hari\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-part_time_excluded\">Pekerja paruh waktu tidak termasuk dalam semua peraturan: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-tempagency\">Ketentuan mengenai pekerja sementara: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-apprentices_excluded\">Pekerja magang tidak termasuk dalam semua peraturan: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-minijobs_excluded\">Pekerja mahasiswa tidak termasuk dalam semua peraturan: → No\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n \n\n \u003Cdiv class=\"section working-hours\">\n \u003Ch3 id=\"display-WORKHOURS_trigger\">JAM KERJA, JADWAL DAN LIBUR\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-hourspday\">\n Jam kerja per hari: → 8.0\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-hourspweek\">\n Jam kerja per minggu: → 40.0\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-dayspweek\">\n Hari kerja per minggu: → 5.0\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-hoursovertimemax\">\n Waktu lembur maksimum: → 18.0\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-holidaysdays\">\n Cuti tahunan berbayar: → 12.0 hari\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-holidaysweeks\">\n Cuti tahunan berbayar: → 2.0 minggu\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv id=\"display-holidaysfixeddays\">\n Hari tetap untuk cuti tahunan: →  hari\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-schedulesrestpw\"> Periode istrirahat setidaknya satu hari dalam seminggu disetujui: → Yes\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-sundays_year\">\n Jumlah maksimum hari minggu\u002Fhari libur nasional dalam setahun dimana pekerja harus\u002Fdapat bekerja: → \n \u003C\u002Fdiv>\n \n \n \n \u003Cdiv id=\"display-tradeunleavdays\">\n Cuti berbayar untuk aktivitas serikat pekerja: →  hari\n \u003C\u002Fdiv>\n \n \n \n \u003Cdiv id=\"display-FLEXWORK_trigger\"> Ketentuan mengenai pengaturan jadwal kerja yang fleksibel: → No\n \u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section wages\">\n \u003Ch3 id=\"display-WAGES_trigger\">PENGUPAHAN\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-PAYSCALES_trigger\">\n Upah ditentukan oleh skala upah: → Yes, but there are only indices (no wages)\n \u003C\u002Fdiv>\n\n \n\n\n \n \u003Cdiv id=\"display-LOWWAGE_government\"> \n Ketentuan bahwa upah minimum yang ditentukan oleh pemerintah harus dihormati: → Yes\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-lowwageperiod\">\n Upah terendah disetujui per: → Days\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-lowwageamount\">\n Upah terendah: → IDR \n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-COSTLIV_trigger\">Penyesuaian untuk kenaikan biaya kebutuhan hidup: → \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-STRUCINCR_trigger\">Kenaikan upah\u003C\u002Fh4>\n 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makan\u003C\u002Fh4>\n\n \u003Cdiv id=\"display-mealvouchers\">\n Kupon makan disediakan: → Yes\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-MEALALL_trigger\">Tunjangan makan disediakan: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-mealvouchersamount\">\n →  per makan\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-legalassistance_trigger\">\n Bantuan hukum gratis: → No\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[338],{"title":36,"slug":32},[340],{"type":341,"data":342},"call_to_action_body_block",{"title":343,"description":344,"variant":345,"link":346},"Bandingkan Perjanjian Kerja Bersama","Bandingkan pasal-pasal dan topik dalam Perjanjian Kerja Bersama dari Indonesia dengan Perjanjian Kerja Bersama di semua sektor kerja di Indonesia maupun negara-negara lainnya.","dark",{"title":343,"url":347,"description":343,"rel":348,"type":349},"\u002Fid-id\u002Fbekerja-di-indonesia\u002Fperjanjian-kerja-bersama\u002Fbandingkan-perjanjian-kerja-bersama","follow","internal",[351],{"type":341,"data":352},{"title":343,"description":344,"variant":345,"link":353},{"title":343,"url":347,"description":343,"rel":348,"type":349},[],{"title":16,"seo_title":356,"description":7,"path":357,"redirect_url":7,"locale":17,"children":358},"WageIndicator Indonesia: Gaji, Upah Minimum, & UU Ketenagakerjaan","\u002Fid-id",[359,453,486],{"title":19,"seo_title":360,"description":7,"path":361,"redirect_url":7,"locale":17,"children":362},"WageIndicator Indonesia: Gaji, Upah Minimum, dan Kondisi Kerja","\u002Fid-id\u002Fbekerja-di-indonesia",[363,367,371,375,395,445],{"title":364,"seo_title":9,"description":7,"path":365,"redirect_url":7,"locale":17,"children":366},"Upah Minimum","\u002Fid-id\u002Fbekerja-di-indonesia\u002Fupah-minimum",[],{"title":368,"seo_title":9,"description":7,"path":369,"redirect_url":7,"locale":17,"children":370},"Upah Layak","\u002Fid-id\u002Fbekerja-di-indonesia\u002Fupah-layak",[],{"title":372,"seo_title":9,"description":7,"path":373,"redirect_url":7,"locale":17,"children":374},"Cek Tarif Layak","\u002Fid-id\u002Fbekerja-di-indonesia\u002Fcek-tarif-layak",[],{"title":376,"seo_title":9,"description":7,"path":377,"redirect_url":7,"locale":17,"children":378},"Gaji","\u002Fid-id\u002Fbekerja-di-indonesia\u002Fgaji",[379,383,387,391],{"title":380,"seo_title":9,"description":7,"path":381,"redirect_url":7,"locale":17,"children":382},"Survei Gaji","\u002Fid-id\u002Fbekerja-di-indonesia\u002Fgaji\u002Fsurvei",[],{"title":384,"seo_title":9,"description":7,"path":385,"redirect_url":7,"locale":17,"children":386},"Cek Gaji","\u002Fid-id\u002Fbekerja-di-indonesia\u002Fgaji\u002Fcek",[],{"title":388,"seo_title":9,"description":7,"path":389,"redirect_url":7,"locale":17,"children":390},"Gaji Selebritis","\u002Fid-id\u002Fbekerja-di-indonesia\u002Fgaji\u002Fselebritis",[],{"title":392,"seo_title":9,"description":7,"path":393,"redirect_url":7,"locale":17,"children":394},"Gaji Pejabat Negara","\u002Fid-id\u002Fbekerja-di-indonesia\u002Fgaji\u002Fpejabat-negara",[],{"title":396,"seo_title":397,"description":7,"path":398,"redirect_url":7,"locale":17,"children":399},"Hukum Tenaga Kerja","UU Ketenagakerjaan Indonesia: Kontrak, Gaji, Hak","\u002Fid-id\u002Fbekerja-di-indonesia\u002Fhukum-tenaga-kerja",[400,404,408,412,417,421,425,429,433,437,441],{"title":401,"seo_title":9,"description":7,"path":402,"redirect_url":7,"locale":17,"children":403},"Pengupahan","\u002Fid-id\u002Fbekerja-di-indonesia\u002Fhukum-tenaga-kerja\u002Fpengupahan",[],{"title":405,"seo_title":9,"description":7,"path":406,"redirect_url":7,"locale":17,"children":407},"Kompensasi dan Waktu Kerja","\u002Fid-id\u002Fbekerja-di-indonesia\u002Fhukum-tenaga-kerja\u002Fkompensasi-dan-waktu-kerja",[],{"title":409,"seo_title":9,"description":7,"path":410,"redirect_url":7,"locale":17,"children":411},"Cuti","\u002Fid-id\u002Fbekerja-di-indonesia\u002Fhukum-tenaga-kerja\u002Fcuti",[],{"title":413,"seo_title":414,"description":7,"path":415,"redirect_url":7,"locale":17,"children":416},"Ketentuan Jam Kerja di Indonesia","Pengaturan Jam Kerja Sesuai UU Ketenagakerjaan","\u002Fid-id\u002Fbekerja-di-indonesia\u002Fhukum-tenaga-kerja\u002Fjam-kerja",[],{"title":418,"seo_title":9,"description":7,"path":419,"redirect_url":7,"locale":17,"children":420},"Kontrak dan Pemecatan","\u002Fid-id\u002Fbekerja-di-indonesia\u002Fhukum-tenaga-kerja\u002Fkontrak-dan-pemecatan",[],{"title":422,"seo_title":9,"description":7,"path":423,"redirect_url":7,"locale":17,"children":424},"Tanggung Jawab Keluarga","\u002Fid-id\u002Fbekerja-di-indonesia\u002Fhukum-tenaga-kerja\u002Ftanggung-jawab-keluarga",[],{"title":426,"seo_title":9,"description":7,"path":427,"redirect_url":7,"locale":17,"children":428},"Hak Pekerja Perempuan","\u002Fid-id\u002Fbekerja-di-indonesia\u002Fhukum-tenaga-kerja\u002Fhak-pekerja-perempuan",[],{"title":430,"seo_title":9,"description":7,"path":431,"redirect_url":7,"locale":17,"children":432},"Keselamatan dan Kesehatan Kerja","\u002Fid-id\u002Fbekerja-di-indonesia\u002Fhukum-tenaga-kerja\u002Fkeselamatan-dan-kesehatan-kerja",[],{"title":434,"seo_title":9,"description":7,"path":435,"redirect_url":7,"locale":17,"children":436},"Jaminan Sosial","\u002Fid-id\u002Fbekerja-di-indonesia\u002Fhukum-tenaga-kerja\u002Fjaminan-sosial",[],{"title":438,"seo_title":9,"description":7,"path":439,"redirect_url":7,"locale":17,"children":440},"Perlakuan Adil di Tempat Kerja","\u002Fid-id\u002Fbekerja-di-indonesia\u002Fhukum-tenaga-kerja\u002Fperlakuan-adil-di-tempat-kerja",[],{"title":442,"seo_title":9,"description":7,"path":443,"redirect_url":7,"locale":17,"children":444},"Kebebasan Berserikat","\u002Fid-id\u002Fbekerja-di-indonesia\u002Fhukum-tenaga-kerja\u002Fkebebasan-berserikat",[],{"title":6,"seo_title":9,"description":7,"path":10,"redirect_url":7,"locale":17,"children":446},[447,451],{"title":448,"seo_title":448,"description":7,"path":449,"redirect_url":7,"locale":17,"children":450},"FAQ Database Perjanjian Kerja Bersama (PKB)","\u002Fid-id\u002Fbekerja-di-indonesia\u002Fperjanjian-kerja-bersama\u002Ffaq-database-pkb",[],{"title":343,"seo_title":9,"description":7,"path":347,"redirect_url":7,"locale":17,"children":452},[],{"title":454,"seo_title":9,"description":7,"path":455,"redirect_url":7,"locale":17,"children":456},"Apa yang kami lakukan","\u002Fid-id\u002Fapa-yang-kami-lakukan",[457,461,467,472,477,482],{"title":458,"seo_title":9,"description":7,"path":459,"redirect_url":7,"locale":17,"children":460},"Data dan Layanan","\u002Fid-id\u002Fapa-yang-kami-lakukan\u002Fdata-dan-layanan",[],{"title":462,"seo_title":9,"description":7,"path":463,"redirect_url":464,"locale":465,"children":466},"Proyek","\u002Fid-id\u002Fapa-yang-kami-lakukan\u002Fproyek","\u002Fwhat-we-do\u002Fprojects","en",[],{"title":468,"seo_title":9,"description":7,"path":469,"redirect_url":470,"locale":465,"children":471},"Acara","\u002Fid-id\u002Fapa-yang-kami-lakukan\u002Facara","\u002Fwhat-we-do\u002Fevents",[],{"title":473,"seo_title":9,"description":7,"path":474,"redirect_url":475,"locale":465,"children":476},"Publikasi","\u002Fid-id\u002Fapa-yang-kami-lakukan\u002Fpublikasi","\u002Fwhat-we-do\u002Fpublications",[],{"title":478,"seo_title":9,"description":7,"path":479,"redirect_url":480,"locale":465,"children":481},"Berita dan 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