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7.1.1 EMPLOYEMENT AGREEMENTS AND ADMINISTRATION

1. Employment status :
1. Offices employees are employees whose employement decisions are
issued by the management office or their agreement to Mangkubumi
Hotel & Resort.
2. Non profit office employee is a part time ( Daily Worker ) employees /
local, where the agreement is not set for permanent job/ permanent
staff.

2. Working agrements applicable in the company :

1. Particular Working Agreement ( PKWT ) is a work bond based on the
time period specified by the company based on a certain period or
completion of work, whose implementation is guided by applicable
laws and regulations.
2. Uncertain timing work contract ( PKWT ) is unrestricted employment
bond as point 2a. agreement ( PKWT ) does not apply for a trial period
with laws and regulations.

7.1.2 RANK AND EMPLOYEE CLASSIFICATION

NO Classification Rank

1 General Manager 1

2 Manager 2

3 Supervisior 3

4 Officer Staff 4

5 Daily Worker 5

7.1.3 PROCESS AND TERMS OF EMPLOYEE ACCEPTANCE

1. Acceptance of employee:
1. Acceptance of employees is based on the needs of the organizations
and has been planned and written in Manpower planning.
 2. To be accepeted as an employee, it must meet the reuirements and
pass some selection held by the company.
3. A married / married employee . married employee is defined as as
employee with bachelor status, but if the employee is a single
breadwinner or as head of the household, by delivering a letter from
the local government ( at least at the village / village level ), the
employee can be esthablished by married status / marriage by
remaining based on a letter from the local Kelurahan to the prevailing
laws and regulations.

2. General Requirements for Prospective Employee:

1. Citizen of the Republic Indonesia
2. Aged between 18 to 45 years of age at admission
3. If required to accept new employees aged over 45 years.
4. Body and healthy spirits as envidenced by a letter from the doctor . (
preemployment medical check – up )
5. Meet the capability / competency requirements specified by the
company.
6. Pass the entire selection set by the company.
7. Willing and able to comply with the rules and regulations that apply
in the company.
8. Not directly or indirectly involved in the activities or membership of
the illicit party / organization.
9. Be well behaved, strengthened by Police Note Certificate ( SKCK )
from the Police Agency.
10. Not bound in working relathionship with other parties / company.
7.1.4 FAMILY EMPLOYEES & FAMILY RELATHIONSHIP
1. Families that become dependents of employees are :
· Wife who is lawful and registeres in the company. The facility is
givenonly to one wife who is registeres. Changes to registration are
only possible in the event of a marriage break, in accordance with the
lawful evidence.
· The child who is the dependent of the company is a maximum of 3 (
three ) legal children, and includes the stepchild and adopted child if
any.
· The biological child shall be a child born of a legal wife enrolled in the
company with a maximum age of 21 ( twenty one ) years and its not
married.

2. Family Relationship Within Company :

Basically, the company always wants to maintain a professional working

atmosphere and free from conflict of interest, so ,it is deemed necessary to affirm
the family relationship etchnics in the company as follows :
· No family relationship ( wife / husband / child / sibligs / nephew /
niece ) is allowed in one directorate, division, department and or
project.
· The process of receiving employees does not give priority and or not
based on family relationship.
7.1.5 PROBATIONARY PERIOD
 · Probationary period is the period of the time the parties may consider
various aspects in the continuity of working relathionships.
· The trial period of 3 ( three ) to 6 ( six ) months, whether the company
or employees are entitled to terminate the employement at any time
with written notice before the end of the trial period ( without paying
severance / compensation )
· After successfully passing the probation well, then the employee is
appointes to permanent employees. The probation period only applies
to employees whose employement agreement is a non – specific time
working agreement ( PKWT) while a specific time working agreement
( PKWT) does not apply for a period in accordance with the laws
regulations.
7.1.6 EMPLOYEE IDENTIFICATION NUMBER
· Employee Identification Number ( NIK ) is the employemeent
registration number for each employee
· NIK is granted to office employees whose employement decree is
issued by the management office its work agreement signed by The
president Director.
· NIK indicates employement status, NIK will changein accordance
with changes in employement status of employees corcerned and NIK
replaced very change of employement agreement.
7.1.7 INTERNSHIP PROGRAM
The background and purpose of why Mangkubumi Hotel & Resorts
accommodate the Internship program is because this program is one of the
moral obligation of the company for the educational environment to play a
role in the intellectual life of the nation and also in accordance with the
company’s work programs and budget of the current year. General terms
of apprenticeship include :
· The trainee is a student or a person who is given an opportunity by the
company to engage in technical internships for a certain period of time
subject to applicable laws and regulations.
· Prior to starting practical work, apprentices are required to agree on an
internship agreement governing the discipline of apprenticenship in the
company.
· Internship participats are given pocket money in exchange for meals
and transport.
· The provision of allowance / meal is fixed through a separate decision.
· The apprentice participant is obliged to performs the tasks that are
given with full responsibility.
· At the end of apprenticeship, apprentices are required to submit
activity reports/ work result during internship.
· The apprenticeship is guided by regulation of the applicable
legislation.
7.1.8 SALARY
Salary is a form of periodic payment of an employee to an employee
expressed in a work contract. From the point of view of business execution, salary
can be considered as the cost needed to get the human resources to run the
operation, and hence called the cost of personnel or salary cost. In accounting,
salaries are recorded in the salary. Here is Mangkubumi Hotel & resorts regulation
for managing employees salary :
 · Wages are not paid when employees do not do work. This prevision is
a principle that basically applies to all classes of employees unless the
employee corncenerd cannot work not because of an employee’s fault
or because of matters gorverned by U.U No. 13 of 2003.
· Wage increase are not autocmatically implemented but are based on
considerations of work performance, employee performance.
· The company sets the Minimum Wage and Maximum Wage range /
Range ( Range ) at each group level.
· Esthablishment of salary standards / range the Minimum Wage and
Maximum Wage are stipulated by a separate Letter of Decision.
· An employee wage review is undertaken taking into account the
Company’s capabilities.
7.1.9 INCENTIVE
Incentives is the remuneration in the form of money or other forms
of salary in connection with the status of assignment / employement of employees
in the Company. The benefits are non-permanent. Forms of benefits granted by
the company are :

Ø Incentive Discipline Attendance

· Incentive discipline attendance is provided based on employee
attendance and apllies to employees who are in charge of
headquarters.
· The calculation of attendance on the basis of the due date ( cut of
date ) from the date of eleven months running until the tenth of
the following month.
· Incentive attendance disciplines are paid in tandem with
payrollat the end of each subsequent month.
7.1.10 HOLIDAY ALLOWANCE ( TUNJANGAN HARI RAYA )
· The company delivers Hari Raya Allowance ( THR ) to employees in
order to celebrate their respective religious holidays .
· The religious festivities reffered to in paragraph 3.a. above are Idul
Fitri Day. for muslims employees, Christmas Day for Catholic and
Protestant Christian employees, nyepi Day for Hindu and hari Raya
Vesak employees for Buddhist employees.
· The amount of THR is set as follows :
· Working period of 3 (three ) months or more but less than 1 ( One )
year.
· A working period of 1 ( one ) year or more is provided for 1 ( one )
month basic wage plus fixed allowance pursuant to minister of
Manpower Decree no. Per. 04 / Men / 1994.
· The giving of THR is done no later than 1 ( one ) week before Hari
Raya.
· THR is included in the company’s budget ( budget ) each year.
7.1.11 OVERTIME
Overtime is a work performed by an employee who exceeds regular
working hours on weekdays, or for performing work outside normal working
hours on the orders of authorized boss commited for the benefit of the company.
Overtime work is done in the following urgent matters.
 · In completing the work that requires immediate settlement for benefit
of the company.
· In the settlement of works, which may cause substantial harm to the
company, the state and or the community if not priotized.
· Replacement is not available.
· In an emergency such as : fire, flood, and so forth.
· The calculation of overtime pay follows the provisions contained in
Kepmenakertrans No Kep. 102 / MEN /VI / 2004
· Employees with officer rankings are not given overtime pay, even
through they are working overtime, because they have earned a higher
wage that is guided by Kepmenakertrans No Kep. 102 / MEN /VI /
2004.
· Overtime is not given by in the case of the overnight travel service.
For non-staff and arranged in official travel regulations.
7.1.12 INCOME TAX
Salaries and other incentives received by Head Office employees
are net. Employees must have a Personal Tax ID in accordance with
Indonesia Tax Law No. 36 Year 2008.
7.1.13 HOW & TIME TO PAY WAGES
· Payment of wages is made at the end of each after the employee
gives / completes the results of his work ( 3 to 5 days before the
end of the month, usually on 25 every month )
th

· If for any reason, payment of wages may be paid to a third party or

to another account number on behalf of a third party must be
accompanied by a power of attorney from the employee.
· All office wage payment are made through an account at a bank
designated by the company, thereby each employee musth have an
account number at the bank on his / her own behalf, whose initial
registration is collectively performed by the company.

7.1.14 EMPLOYEES DEVELOPMENT

1. Promotion
Promotion is a reward with a promotion in an organization or agency.
Someone who recieves a promotion must have a good qualifications than te other
candidates. Here are Mangkubumi hotel & Resort regulation of giving promotion :

· The promotional initiative is proposed by the supervisior of each

employee in the form of nomination of promotion / promotion
proposal to the leader but adjusted to the company’s capability.
· Evaluation of promotions carried out refers to the performance of
each employee, which is honesty, discipline, work performance,
coorperation, skills, loyalty, leadership, communicative,
education.

2. Staff training
Staff training is about implementing rules and procedures, to which staff has
to be familiar with, before they start working. Additional formulation is that staff
training also shows them how to do the work properly and most effectively. As
selection matches a manager or employee with a job , training prepares managers
and employees to perform a specific job effectively, it will lead to satisfied guests.
Here are Mangkubumi Hotel & Resort regulation of giving staff training :

· Employees are obligated to increase work productivity in

accordance with their respective roles and responsibilities in
order to support the improvement of work productivity of the
company.
· The company gives every employee the opportunity to improve
their competence through training program.
· Training programs will be organized and implemented in
accordance with the needs of the company.
· The implementation and implementation of the training is
conducted in the framework of achievement of Human Resources
strategy that is human resources development, improvement of
human resource productivity, application of new technology and
assured availability of competent human resources and
achievement.
· Each head must transfer his knowledge and skills to his
subordinates in the form training or coaching to his subordinates.
· Implementation, implementation and sanction on training
activities shall be conducted based on company regulation, as
well as President Director’s policy as Corporate Leader.
· The cost of training held in the Head Office is the expense of the
company. While for those held in the project costs ( expenses )
· The company arranges to engage employees with employees for
training exercises that are considered to be high enough to be set
and regulated in the system policy & training procedures.
7.1.15 DISCIPLINE & DISCIPLINARY ACTION
The company strives to maintain good discipline and develop
mutual respect and understanding of rights and responsibilities between
the company and its employees, therefore, the company need to provide
guidance, guidance and instruction ( through Heads of section/
Departements ) so that the taking of the company in taking disciplinary
action is to improve and educate
Thus, against employees who violate the rules are always given the
opportunity to improve his attitude. However, if the employee’s breach is
severe enough, the company will exrcise its right to terminate the
employee’s employement in violation of the rules.
7.1.16 WORK HOUR
Working hours are determined on the company’s requirements and the
working time in the project is adjusted to the project location conditions on the
basis of the approval of the local Departement of Manpower. The arragements are
as follows :
· 5 (five) working days per week will be arranged, 8 ( eight ) hours a
day , 1 ( one ) hour of break. Resting hour will be arranged according
to working shift by each department and are not counted as working
hours.
· Working hours in 1 ( one ) week is 40 ( forty ) working hours.
· Each moeslems staff deserves 15 minutes for each prayer time.
Manager / supervisior approvals are needed.
 · Working hours are set out in a separate regulation and tailored to the
needs of each department by reffering to the laws and regulations and
reffering to the applicable site regulation.
· Employee attendances will be recorded by post presence or recording
attendance with finger scanner, on every work and home from a work.
7.1.17 PERMISSION TO LEAVE WITH / WITHOUT WAGES
· The company grants to the employee who leaves his / her employement with a fee
in the following cases:
1. Employees are married , 3 ( three ) days
2. To marry off his son, 2 ( two ) days.
3. Wife is giving birth or miscarriage, 2 ( two ) days.
4. Husband / wife, parent / in – law or child or son- in law dies, for 2 (
two ) days
5. Famiy members in one house died 1 ( one ) day.
6. Other matters according to law No. 13 of 2003.
· Upon consideration of the company, the leave of employement
outside the above provisions may be granted without wages.
· Female employees during the menstrual period feel pain and notify
the employeer, are not obliged to work on the first and second day at
the time during of menstruation.
· In the event that employee’s of the company parents / in- laws die
outside the city of Jakarta with a radius of more than 200 KM.
additional work permit is granted for 2 ( two ) calendar days.
7.1.18 VIOLATIONS
· Violation Level 1 :
1. Come late for reasonable reason.
2. Leave the workplace or leave early without the permission of their
superiors.
3. Not obeying the direction of his superiors without a reasonable
reason.
4. Not using tools and clothes / health equipment and safety work in
performing the task.
5. Doing a job that is not his job without the permission of their
superiors.
· Violation Level 2 :
1. Not present 2 days in a month without giving report / written
statement, or given a report that turnsout later as a false report.
2. Often come late, leave early on his duty for personal use.
3. Not obeying directives from superiors, directives intended to prevent
accidents.
4. Use the company’s goods for personal use without authorized
permission.
5. Sell / trade goods of any kind or circulate list of support, post or
circulate posters that have no relation to their work without the
company permission.
6. Lend money to other employees ( become lending / moneylenders )
7. Receive a gift or any other benefitfrom guest, customer, or competitor,
either directly to him or through his wife / husband or family.
· Violation Level 3 :
1. Violation Level 3 are repeating Violation Level 1 & Violation Level 2.
· Violation Level 4 :
1. Not present during 3 consecutive days or 4 consecutive days in a week
or 10 days not consecutively within a month without written notice of
which reason is acceptable.
2. After 3 consecutive employees still refuse to comply with orders or
appropriate assignments.
3. By deliberately causing herself in such a state that she cannot perform
the work given to her.
4. Using company assets for personal interests such as a vehicles, office,
equipment and others.
5. Carrying / using the company’s goods or equipment belonging to a
third party entrusted to the company out of the company’s environment
without the permission of the company’s chief or authorized person.
6. Providing references in hiring or in promotion of office to wife /
husband, family, or close friends.
7. Directing the company to accept suppliers owned or managed by
family or close friends.
8. Receive personal discounts not provided to the public, from suppliers
costumers or competitors, whether directly or through a wife /
husband, family.
9. Working a part time or having a financial interest in another copany
that has a relationship with the company, where it may affect the
company’s relationship with the company.
· Violation Level 5 :
1. Working part - time outside the company that uses work time or all
facilities owned by the company.
2. Working part- time or having a financial interest in a business that
either directly or indirectly can harm the company’s business, for
example on the company’s competitors.
3. Repeating Violation Level 4.
· Violation Level 6 :
1. Doing immoral acts at work.
2. Drunk, dope drug or narcotics at work.
3. At the time the employement agreement provides false or counterfeit
in formation.
4. Deliberately or carelessly endagers or lets oneself co – workers in a
state of danger.
5. Any fongery that harms the company.
6. Dismantle company’s secrets or define the company leader and his or
her family that should be kept, confidential, except for the interest of
the state.
7. Persecute, humiliating or threatening employers or co-workers to do
anything contrary to law or morals.
8. Intentionally or carelessly damaging, harming or letting in te
company’s circumtances.
9. Gambling in whatever form is done at work.
10. Eliminate deliberately or by carelessness, property of the company.
11. Accepting, directly or indirectly, anything valuable from a supplier or
from a project ( internal party ) influence or in intern for what will and
has been done.
 12. Bring firearms / sharps weapons within the company’s environment.
13. Do immoral in such a way as to be considered defamatory of the
company.
7.1.19 WARNING LETTER
· Warning Letter 1 :
1. Employees who violate company’s rules after being given oral
reprimands by their superiors.
2. Employees not working in a month as much as 3 ( three ) times
without providing valid information.
3. Deliberately do not want to comply with safety regulation.
4. Not maintain all the equipment provided to him.
5. Carrying / receiving private guests in the workplace without the
permission of their superiors, despite having been given verbal
reprimands.
6. Often do inefficient work even if it has been given guidance from
superiors or not able to his job after trying it other parts.
7. The warning lettwer 1 is valid for 6 ( six ) months.
8. Not copmplying with other company’s work regulations.

· Warning Letter 2 :
1. Employee not working for 3 ( three ) days consecutively for 1 ( one )
month without valid reason.
2. Repeated infringement of the matters referred to in paragraph above
for the period of validity of the warning letter.
3. Letter of Warning 2 shall be valid for 6 ( six ) months.

· Warning Letter 3 :
1. Repeat offenses during the validity period of Letter Of Warning 2.
2. Employee not working for 6 ( six ) working days not consecutively
for 1 ( one ) month without giving valid information.
3. Employees still have work ties with the company but also work with
other companies with no permission from the Company’s chied
4. Warning letter 3 is valid for 6 ( six ) months.
5. Implementation of failed work to the detriment of Company’s time
and work plan.
7.1.20 SANCTION
Sanctions against violations commited by the employees are
intended as a corrective action and direction of attitudes and behavior of
employees sanctions are based on :
· Frequency / ( frequent / repetitive ) violation.
· Large / small violations.
· Company Code of Conduct.
· The element of intent.
7.1.21 CONSEQUENCES OF WORK TERMINATION ( PHK )
· The consequences of termination of employement, the employee is required to
perform clearance by returning :
1. Working tools lent by the company.
2. Identity card.
3. Employee debts to the company.
4. Hand over the assignment to the boss or the person in the show.
· In connection with the termination of employement relationship between the
employee and the company, the payables of the company with the valid evidence
shall be calculated at the same time from severance pay on behalf of the employee
or from other fund sources on behalf on the employee.
· If the severance pay or other resources of the employees are not sufficient to settle
the debt, the employee must settle and pay the debt to the company before the
employee leaves the company.
7.1.22 ABSENCES
· If the employee does not to come to work for invalid reason for the company, the
employee is deemed absent.
· If the employee is lost to follow – up 5 ( five ) consecutive business days without
valid reason and has been given 2 ( two ) summons in writing, the employee is
qualified to resign and can be processed for work termination, according to U.U
No. 13 of 2003.
· The company will notify in writing of the absences employee qualified to resign.
7.1.23 TEMPORARY SUSPENSION
· During the temporary suspension, wages and other entilements are normally
given to the employees.
· The temporary suspension is educational and valid for a maximum of 1 ( one )
month, whereas for employees who are temporarily suspended / laid off in the
framework of layoffs until the esthablishment of termination of industrial relation
dispute settlement. During this temporary suspension, wags are paid according to
article 155 U.U. No. 13 of 2003
· Suspension is imposed on employees because of :
1. Employees shall be detaineds by authorities for any criminal act
directly or indirectly related to the company.
2. The employee commits a serious violation of the company’s code of
conduct or does not perform its obligations properly and has received
Warning Letter 3 or performs any harm to the company, even though
it has been warned.
7.1.24 INSURANCE
· The monthly employement injury contribution fee of 0,24 % - 1,74 % x the basic
salary / month, in accordance with the provisions applicable to the company,
becomes the responsibility of the company with the actual salary calculation.
· The company shall include all employees in the BPJS program in accordance with
the applicable laws and regulations, BPJS programs includes :
1. Pension plan.
2. Death insurance.
3. Accident guarantee during working time.
· The pension plan fee of 1 % base salary / month are dependent of employees, and
2 % are dependent of company with actual salary calculation.
· The monthly death insurance fee of 0,3 % / month salary, are dependent of the
company with the actual salary calculations.
7.1.25 WORK SAFETY & WELFARE
· Every employee is required to participate in maintaining order, safety, hygiene,
workplace safety and work environment.
· Every employee is required to maintain the property of the company authorized to
him/ her
· Every employee who receives protective equipment from the company is required
to use it in working hours and maintain it.
· The company shall provide the place and means of work in accordance with
applicable laws and regulations.
7.1.26 SICK PAY
· If the employee is sick not consecutevly and can be proven by the doctor’s
certified, then his wages will be paid in full.
· If the employee is sick for log periods in a row and can be proven by doctor’s
certificate, then his wages are paid in accordance with the provisions as follows :
1. For the first 4 ( four ) months, are paid 100 % ( one hundred percent )
of wages;
2. For 4 ( four ) months, paid 75 % ( seventy five percent ) of wages;
3. For 3 ( third ) months, paid 50 % ( fifty percent ) of wages are paid ;
4. For the month shall be paid 25 % ( twenty five percent ) of wages
prior to termination of employment by the entrepreneur.
· If after 12 ( twelve ) months after the employee has not worked again, the
company may terminate the employement relationship with respect, by
granting its rghts under Law No. 13 of 2003.
· Terms of gradual payrool payments apply to employees who are sick
constantly. Including ongoing pain is a chronic or prolonged illness that
after continuous illness or intermittent or working again, but within a
period of less than 4 ( four ) weeks of back pain.

7.1.27 SICK LEAVE

Employees who don’t submit to medical certificate, otherwise the
employee is deemed to have violated company’s rules.
7.1.28 ANNUAL LEAVE
· Annual leave is the employee’s resting right after a period of 12 ( twelve ) months
of continuous employement from starting on entry to work for new employees and
old employees from the previous year’s leave of absence.
· The right to annual leave is 12 ( twelve ) workdays with full remuneration from
the company.
· The company reserves the right to regulate annual leave with due regard to
employee interest, annual leave can be taken in stages, or directly with the
approval of Head Departement and HRD.
· Annual leave cannot be combined or accumulated to the following year.
· If annual leave is not taken within 6 ( six ) months after maturity for no reason
whatsoever, then the employee’s leave entitelement fails by itself.
· The application for annual leave must be submitted no later than two weeks prior
to the HRD section upon approval of the superior.
· The right to annual leave day cannot be compensated with money.
7.1.29 MATERNITY LEAVE
· The fallen employee obtains a 1 ( one and a half ) month leave right after the
½

miscarriage with a full wage and shows an official certificate from the obstetrician
/ midwife.
· Employee who will give birth be entiltled to materninty leave for 1 ( one and a
½

half ) month before and 1 ( one and a half ) month after delivery / delivery by
½

getting full wage.

· Employee who will use the right to maternity leave must notify 2 ( two ) weeks
before by showing official certificate from the gynecologist / midwife caring for
him / her.
 7.1.30 SABBATICAL LEAVE ( Long Break )
· Permanent employees are entiltled to sabbatical leave with a fixed wage.
· Sabbatical leave is guided by Law No. 13 Year 2003 related to Kepmenakertrans
No. Kep 51 / Men / IV / 2004.
· Sabbatical leave with working period arrangement as follows :
1. 6 years : 2 month long break.
2. 12 years : 2 month long break.
3. 18 years : 2 month long break.
4. 24 years : 2 month long break.
5. Multiples 6 onward : 2 month long break.
· During sabbatical leave, automatically the relevant annual leave for the year is
lost.
· If a sabbatical leave is not taken within 1 ( one ) year after a long break
unannounced, then the sabbatical leave will be forfeited.
· A sabbatical leave of at least 2 ( two ) months and shall be axecuted in the
seventh and eight year of 1 ( one ) month each year provided that the worker is not
entitled to his annual leave in 2 ( two ) years.
· The company reserves the right to schedule a long rest period, adjusted to the
company’s requirements and withdraw a maximum of 1 ( one ) year after
maturity.
· The submission of sabbatical leave no later than 2 ( two ) weeks previously
submitted to the personnel department.
7.1.30 UNPAID LEAVE
· Educational needs no longer than 1 ( one ) year after having a continuous 3 ( three
) years working period.
· Unpaid leave is only goven 1 ( one ) time as long as employees work in the
company.
· Unpaid leave for purposes outside 1 above is possible if it has obtained approval
from the management with sufficient evidences.

7.1.31 STAFF DINING ROOM

To maintain the productivity and work discipline of office employees in
accordance with the applicable working hours rules in the company. The company
provides the policy by preparing breakfast, lunch, dinner in the Staff Dining
Room, which will be served by the outsourced catering.
7.1.32 HEALTHCARE FACILITIES
· For healthcare facilities for company employees will appoint the hospital or clinic
closest to the hotel and will be borne by the company.
· Doctor’s sickness certificates will be issued by the hospital or clinic if the patient
is deerned necessary to rest.
7.1.33 PRAYER FACILITIES
· For employees who embrance Islam in the hotel provided the prayer room (
musholla ) and equipment completeness, and given the opportunity to perform
worship during working hours by using sufficiently.
· For employees who are Chirstians, Hindu, Buddhists or other religions are given
the opportunity to worship in accordance with the religious ordinances he
embrances.
· Prayer facilities are includes places and times to pray in accordance with the
religion or belief of each employees.
 7.1.34 PARKING FACILLITIES
Employees vechicle parking facilities at Mangkubumi Resort & Hotel are
provided at the parking lot location at the basement floor of the hotel and only for
working hours.
7.1.35 PUBLIC HOLIDAYS
· In the event that an employees performs a duty on an official holidays due to an
urgent operational need, the wages on that day for employees entlitled to overtime
pay are based on Kepmenaketrans No. Kep. 102 / Men /VI/2004, or off schedule
will be allocated in another day in advance or after the that of public holiday.
· The company abides by the provisions concerning public holidays stipulated by a
Government Regulation including on national holidays or on other holidays
specified by the Decision of the local Government.
7.1.36 RELIEF AID
· The death of the employee resulted the working relationship disconnected by it
self.
· The company implements the policy of providing death benefit for the burial cost
for the employees and their families wich includes the dependent wife / husband
and children who have died.
7.1.37 UNIFORM
· Hotel provides uniform to employees who are tasked with the following
provisions :
1. Probation employees and trainees are not given uniforms.
2. Probation employees and trainees are required to dressed with white
shirts and black skirts/pants.
3. Employees with permanent employement status and in the contract
period are given 2 sets of uniforms.
· For those who have obtained uniform, irregularities to the provisions of uniform
use in accordance with the provisions of paragraphs 1 and 2 above without
reasons that can be accepted by Management can be catorized as a violation of
discipline.
· Uniform procument and other provisions clarify, or update this provisions shall
be governed by a separate decree.
7.1.38 WORK PERIOD CALCULATION
· For employees with non – permanent status, the period of service shall be
calculated from the date of signature of the work agreement letter and terminate in
accordance with the termination of the work agreement.
· The period of employement to take account of major leave and respect for
employement is the period of active employement with the status of permanent
employees on an ongoing basis.
· For permanent employees ( permanent employees ) the services period shall be
calculated from the date on which the employee is appointed as a permanent
employees.
7.1.39 WORK TERMINATION
the intention of work termination shall be negotiated by the
employee and concerned by heedling the applicable labor law legislation.
7.1.40 WORK TERMINATION FOR A CERTAIN TIME
· The term work agreement ends with the term of the employment agreement.
· Implementation of certain the term work agreement is guided by applicable laws
and regulations
· In the event that the employement relationship between the company and the
employees for a certain period of the time will be terminated an the company
intends to extend the specified period of employement, not later than 7 ( seven )
days before the termination of employement agreement.
7.1.41 WORK TERMINATION ON PROBATION PERIOD
· Employees will not be granted severance pay or gratunity rewards but are
entlitled to compensation money and parting money.
· Termination of eployement on probation may be made either at the request of the
employee with notice at least 2 ( two ) days prior.
7.1.42 WORK TERMINATION AS THE WILL OF THE EMPLOYEE (
RESIGN )
· HRD will process the resignation of the employee corcened and will notofy the
decision of the chairman of the Company futher.
· As long as the approval of the company has not been approved or has not been
dropped the resognation decree, the employement corcened shall continue to
perform the activities of work in the company.
· In the case, the employee shall receive the compensation of the right and the
separation money, the amount of the separation fee shall be in accordance with the
provisions already mentioned in sub 7.1.7 in the rules of this company.
· If the employee wants to quits working from the companythen it is required to
submit a written application 1 ( one ) month prior to the HRD through the
employee’s supervisior.
· As long as the approval of the company has not been approved or has not been
dropped the resignation decree, the employee corcened shall continue to perform
the activites of work in the company.
· If the employee does not properly resign in accordance with the applicable
procedures, the company will not grant the right to separate money.
7.1.43 WORK TERMINATION FOR WEIGHT CATEGORY MISTAKES
· If an employee makes a mistakes which is categorized as severe to the company,
sanctions shall e lialible to termination of employement for urgent reasons
exercised in accordance with applicable laws and regulations :
1. Doing work that is not his duty to cause harm or ignore the safety of
seld and / or other employees.
2. Implementing the job without caution constantly after being warned
several times before.
3. Do anything contrary to decency or violation of decency in the
workplace or elsewhere that may adversely affect or indirectlt affect
the work.
4. Stealing, cheating, falsifying in writing.
5. Beating,abusing,humiliating,slander or threatening superiors or
subordinates or co-workers in the workplace.
6. Withdraw personal benefits, use the company’s property, take
company’s goods without permission to self, family,relatives,friends
or faction.
7. Leaking company secrets or telling things that could harm the good
reputation of the company.
8. Trying to impose the good name and position of fellow employees by
inciting, defamatory and disseminating pamphlets, issues, writtings,
and so forth, both inside and outside the work environment.
 9. Conduct its own activities as well as with superiors, peers
subordinates or other persons inside or outside the work environment
for the purpose of personal, joint or other interest that harm the
company.
10. Conduct any unlawful levies in any way to performs its duties for
personal, group or other interests.
11. Depriving or obscuring property / money belongings to the company.
12. Fighting or troublemaking within the company.
13. Bringing sharp weapons, firearms and explosives in the company’s
work environment without company’s permission.
14. Accepting any gift or gift in any form directly or indirectly which
may affect the conduct of the conduct of the job and/or job duties.
15. Take any action that may be considered as an act of sexual
harrasement.
16. Conduct all forms of gambling, fighting, or fighting with fellow
employees/ leaders within the workplace / company.
17. Drinking liquor, drunk at work ,carrying / storring / abusing /
distribusing drugs / forbidden goods such as NARCOTICS and the
other.
· Employees who are disconnected on the basis of the reasons reffered, their
implementation shall be guided by the prevailing laws and regulations.
· If a dismissal is not reuired further inspection then the employee is temporarily
exempt from duty by company by reffering to Law No. 13 of 2003.
7.1.44 WORK TERMINATION DUE TO BALANCE AND FAIRNESS
· In this case the employees are still given severance pay, gratuity and other
compesantion rights in accordance with applicable labor law regulations.
· Taking into account the principle of equilibrium and fairness, employees may
apply for termination of employement, if the company :
1. Persuade or instruct employees to commit acts contracry to the law.
2. Persectutio,humiliation or threatening employees.
3. Neglect the obligation that have been promised to employees.
4. Not providing sufficient employement to employees whose wages are
based on the agreement.
5. Ordering employees to do work outside of the contract.
6. Provide a life – threatening, safety, health, employee morale while
the work is uknown at the time the agreement is made.
7.1.45 WORK TERMINATION DUE TO RATIONALIZATION /
EFFICIENCY
· To permanent employees affected by termination of the employement shall be
provided with severance pay, gratuity and compensation rights in accordance with
applicable labor laws regulations.
· In the case or forced rationalization in the company must be done so that the
termination of employement should be done then the implementation accordinf to
applicable labor law regulations.
7.1.46 WORK TERMINATION FOR ELDERLY
· For site – related employees taking into account the productive age of employees
and anticipating the impact of age – related occupational safety on the ground and
on the site that demands good physical rediness, it can be esthablished for full –
tiem bhakti / retirement.
· The age limit of PT. SEVEYA is 40 years old
· Employees who have reached the aged 40 are required to be placed and dismissed
with the respect.
· Employees will receive their rights from BPJS when they reach the age of 40
years.
· The permanent employees who are dismissed due to the elderly will be given
severance pay, gratuity award and compensation rights in accordance with
applicable labor law legislation plus the money policy of the company.
· For employee who have exceeded this limit, the company shall not rem-employ.
7.1.47 WORK TERMINATION DUE TO ILLNESS OR PHYSICAL /
SPRITUAL DISABILITY
· To permanent employees who are discharged due to illness or physical / spiritual
disability will be given severance pay , gratuity and compensation pay in
accordance with applicable labor laws and policies of the company.
· In the event that an employee is unable to work due to illness or physical /
spiritual disability exceeding 12 ( twelve ) months consecutively, a work
termination may be concern.
7.1.48 WORK TERMINATION DUE TO EMPLOYEE’S DEATH
· To the heirs of the employees corcened the company provides :
1. Grieving help
2. Honorarium from the company.
3. For permanent severance pay, gratuity and compensation rights in
accordance with applicable labor law regulations.
· In case the employee dies then his / her employement relationship with the
company breaks off by itself.
7.1.49 SEVERANCE PAY
· The provisions of severance pay and the rights of permanent employees who are
dismissed are provided in accordance with prevailing labor laws and regulations.
· The calculation of severance pay is as follows :
1. Working period of less than 1 ( one ) year, 1 ( one ) month wage
2. Working period of 1 ( one ) year or more but less than 2 ( two ) years ,
2 ( two ) months wages.
3. Working period of 2 ( two ) years or more but less than 3 ( three )
years, 3 ( three ) months wages.
4. Working period of 3 ( three ) years or more but less than 4 ( four )
years, 4 ( four ) months wages.
5. Working period of 4 ( four) years or more but less than 5 ( five ) years,
5 ( five ) months wages.
6. Working period of 5 ( five ) years or more but less than 7 ( seven )
years, 7 ( seven ) months of wages.
7. Working period of 7 ( seven ) years or more but less than 8 ( eight )
years, 8 ( eight ) months of wages.
8. Working period of 8 ( eight ) years or more, 9 ( nine ) months wages.
7.1.50 SEVERANCE PAY BASED ON YEARS OF SERVICE
· The terms of the severance pay and the rights of the dismissed employee are
granted in accordance with applicable labor law legislation.
· The calculation of the severance pay period is as follows :
1. Working period of 3 ( three ) years or more but less than 6 ( six )
years, 2 ( two ) monts wages.
2. Working period of 6 ( six ) years or more but less than 9 ( nine ) years,
3 ( three ) months wages.
 3. Working period of 9 ( nine ) years or more but less than 12 ( twelve )
years, 4 ( four ) month wages.
4. Working period of 9 ( nine ) years or more but less than 12 ( twelve )
years, 4 ( four ) months wages.
5. Working period of 12 ( twelve ) more years but less than 15 ( fifteen )
years, 5 ( five ) months wages.
6. Working period of 21 ( twenty one ) years or more but less than 24 (
twenty four ) years, 8 ( eight ) months of wages.
7. Working period of 24 ( twenty four ) years or more, 10 ( ten ) months
of wages.
7.1.51 SEVERANCE PAY DUE TO REIMBURSEMENT RIGHTS
· Workers / laborers who resign from their on volition obtain compensation pay for
entitlements under the provisions of article 156 paragraph (4)
1. The cost or return fare for employees and their to the place where the
employees are accepted to work.
2. Replacement of housing and treatment and care shall be fixed at 15 %
( fifteen percent ) of severance pay and / or gratiuity for eligible
workers.
3. Other matters specified in the employement agreement, company
regulations.
4. Annual leave that have not been taken and have not been voided.
7.1.52 COMPONENTS OF WAGES AS A BASIC CALCULATION OF
WORK TERMINATION
The obligations and basis for calculating severance pay, rewards of
employement and compensation, are contained in the article 156 of the manpower
act, which is provides :
· In the event of termination of employement, the employer is required to pay the
severance pay and / or gratuity and repayment of the right that should be received.
· The calculation of subscriptions reffered to in paragraph (1) shall at least be as
follows :
1. Less than 1 ( one ) year working period, 1 ( one ) month wage;
2. Working eriod of 1 ( one ) year or more but less than 2 ( two ) years,
2 ( two ) months wages;
3. Working period of 2 ( two ) years or more but less than 3 ( three )
years, 3 ( three ) months wages;
4. Working period of 3 ( three ) years or more but less than 4 ( four )
years, 4 ( four ) months wages;
5. Working period of 4 ( four ) years or more but less than 5 ( five )
years, 5 ( five ) months wages.
6. Working period of 5 ( five ) years or more but less than 7 ( seven )
years, 7 ( seven ) months of wage.
7. Working period of 7 ( seven ) years or more but less than 8 ( eight )
years, 8 ( eight ) months of wages.
8. Working period of 8 ( eight ) years or more, 9 ( nine ) months of
wages.
7.1.53. WORK EXPERIENCE CERTIFICATE
Work experience certificate shall be given by the company to the
employees whose employement has ended with the company. To the
employee held termination of the employement by termination, the
company may consider giving a certificate starting the length of working
relationship with the company for the purpose of settling the claim of
elderly workers corcened at the local BPJS offices.