Tunjangan Hari Raya (THR) Keagamaan


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Midtest Presentation of Compensation Management Course by Irsandi Kurniadi

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Tunjangan Hari Raya (THR) Keagamaan

  1. 1. TUNJANGAN HARI RAYA (THR) KEAGAMAAN Irsandi Kurniadi 10208003 Compensation Management
  2. 2. OUTLINE 1. Introduction 2. Legal Aspect in Compensation Management: i. Tunjangan Hari Raya (THR) ii. Per-04/MEN/1994 iii. Common implementations 3. Case Study: PT Bank Negara Indonesia (Persero) Tbk. 4. Conclusion
  3. 3. 1.Introduction  What is compensation management?  Why is it important?
  4. 4. 1.Introduction What is compensation management?  From the employee perspective, It is the total amount of the monetary and non- monetary pay provided to an employee by an employer in return for work performed as required.  From the employer perspective, it is a labor cost to influence the employees to attain the organizational objectives.
  5. 5. 1.Introduction Why is it important?  This requires integrating employee processes, information, and programs with organizational processes and strategies to achieve optimal organizational results.  Nowadays, compensation management has become an important factor as part of human resource (HR) management which helps in motivating the employees and achieving company’s objectives.
  6. 6. 2.Legal aspect in compensation management i. Tunjangan Hari Raya (THR) Keagamaan/Religious Holiday Allowance:  THR is one of many compensation forms of pay which is believed was born in terms of low salary in Indonesia.  THR is a legally mandated salary bonus for all employees and incentive for employment and work period which enforced in government regulation law.  Undang-undang Republik Indonesia No. 13 Tahun 2003 Tentang Ketengakerjaan” dan “Peraturan Menteri Tenaga Kerja Republik Indonesia Nomor Per-04/MEN/1994”.
  7. 7. 2.Legal aspect in compensation management ii. Per-04/MEN/1994 1. Who has to pay? 2. Who has the right to get it? employee 3. How much is the nominal of THR? (n/12)x1 month payment 4. When THR has to be paid by the employer? 5. Can THR in form of goods? 6. What about employees who get unemployed just before the religious day?unemployment 7. What if the company cannot pay? 8. situation 9. What if the company don’t want to pay?. employer employee (n/12)x1 month payment 7 days before the start of the religious day yes 30 days maximum of unemployment written submission to the Labor department detailing their financial situation Serious prosecution.
  8. 8. 2.Legal aspect in compensation management iii. Common implementation  All companies have to pay THR to the employees  Companies don’t pay THR and employees are lacked of information (THR procedure, company’s transparency, etc)  Other than the lack of understanding in a clear and complete information about the basic rights issues/normative of THR that should be obtained by the workers, it is also due to the government's role (in this regard, the ministry) does not perform its functions in controlling oversight of company who violate the provision of THR for workers.  Per-04/MEN/1994 and authorities seem affectless  Solution: Posko
  9. 9. 3. BNI  BNI was established in 1946 and was the first Bank owned by the government  The term 'Bank BNI' shortened to 'BNI', while the year of establishment - '46 '- used in the company logo to show the pride as the first national bank that was born in the era of the Republic ofIndonesia.  Perjanjian Kerja Bersama/PKB between President and Vice President of PT Bank Negara Indonesia (Persero) Tbk, Gatot adiantoro Soewando and Felia Salim (pengusaha) with Chief and Secretary of PT Bank Negara Indonesia (Persero) Tbk’s association of employee, Agus Setia Permana and Rosady T.A. Montol (pekerja), was made in 2011 in PKB-007/DPP-SP/2011
  10. 10. 3. BNI
  11. 11. 3. BNI Review of PKB of PT Bank Negara Indonesia: 1. Lack of detailed and substantial points. both company and employee have to keep their awareness in any work agreements and reevaluate the PKB as much as it needed.” 2. The nominal of THR. The one stated in PKB is higher than in government regulation law. So the valid nominal refers to the PKB. 3. The time limit. It is 14 days in PKB and 7 days in government regulation law. Is it going to be a problem?
  12. 12. 3. BNI KEDUDUKAN HUKUM DAN KEKUATAN PKB:  Kedudukan hukum PKB, sebagaimana hukum perjanjian pada umumnya, adalah sebagai Undang- Undang bagi para pihak yang membuatnya (PKB setara dengan UU).  Semua Perjanjian yang dibuat secara sah berlaku sebagai undang-Undang bagi mereka yang mebuatnya (HUHPerdata psl 1338).  Isi PKB yang bertentangan dengan Undang-Undang yang berlaku, Batal demi Hukum ,dan yang berlaku adalah Undang-Undang (psl 124 ayat 3 UUK 13/2003).
  13. 13. 3. BNI 3. The time limit. It is 14 days in PKB and 7 days in government regulation law. Is it going to be a problem? “NO. Since the PKB is already submitted and approved by the law firm and legal, it should turn out to be fine. This point became advantage for the employee and thus has to be enforced by the consistency of the employer and a serious penalty if the employer violates.
  14. 14. 3. BNI Pasal 83 Lain-lain (1) Masing-masing pihak dapat membentuk Tim Pemantau yang bertugas melakukan pemantauan terhadap pelaksanaan PKB. (2) Tim Pemantau bertugas melaporkan kepada Serikat Pekerja dan Pengusaha mengenai adanya penyimpangan pelaksanaan PKB serta mengusulkan dan merekomendasikan solusi sesiai isi PKB.
  15. 15. 3. BNI 4. Pasal 83 seems emphasize that any kind of violations just could be paid off by recommend a solution regarding PKB.
  16. 16. 4. Conclusion  Per-04/MEN/1994 was implemented in terms of THR.  Many violations but very small numbers of companies being prosecuted because don’t make payment of THR.  PKB or work agreement of companies (especially PKB Pasal 24 and 83 of BNI) needs to be reevaluated.
  17. 17. Thank You