Buss process model ver 1 d eng rev 1

MODULES for
EPSON
Organization
Structure
Position & Job
Personal Data
Time Management
System
Leave Administration
Payroll
Jamsostek
Tax
Bonus
Back Pay
Security System
BUSINESS PROCESS
MODEL
FACT FINDING & SUMMARY
DOCUMENT
Human Resource Management System
SPISy2000
For PT. INDONESIA EPSON INDUSTRI
Version 1D
Juli 2006
PT. Sakura Bengawan
Business Support & Information Technology
Spinindo Building 2nd Floor, Jl. KH. Wahid Hasyim No. 76 Jakarta 10340
Tel.: 62-21-3147805, 3147823, Fax : 62-21-3147823,

Website: www.sabeso.com
E-mail :cs@sabeso.co.id

PROJECT INFORMATION
Project Name SPISy2000 IMPLEMENTATION
Customer Name PT. INDONESIA EPSON INDUSTRI
Customer Code EPSON
Contract No.
Purchase Order No.
Purchase Order Date
Package Type Standard Package
Modules · Organization Structure
· Position & Job
· Personal Data
· Time Management System
· Leave Administration
· Payroll
· Jamsostek
· Tax
· Bonus
· Back Pay
· Security System
Implementator Ady Mulyadi
Start Date 1 June 2006

BUSINESS PROCESS MODEL
FACT FINDING & SUMMARY DOCUMENT
Human Resource Management System
SPISy2000
For PT. INDONESIA EPSON INDUSTRI
Version 1D
Issued Date: 3 August 2006
Prepared By: PT. SAKURA BENGAWAN
CHECK &
APPROVAL
COMPANY SIGN NAME/ POSITION
Checked By SABESO
Checked By EPSON
Checked By EPSON
Checked By EPSON
Approved By SABESO
Approved By EPSON

CONTENTS
I. INTRODUCTION_____________________________________________________________________1
2. ORGANIZATION STRUCTURE_________________________________________________________2
2.1. Organization Change...............................................................................1
2.2. Mutation/Employee Transfer.....................................................................1
2.3. Organization ID......................................................................................1
2.4. SPISy2000 Modification or Addition...........................................................2
3. PERSONAL DATA____________________________________________________________________2
3.1. Organization History................................................................................2
3.2. Welfare Info...........................................................................................2
3.3. Other Master Data...................................................................................2
4. GRADE, RANK & POSITION___________________________________________________________2
4.1. Grade....................................................................................................2
4.2. Rank.....................................................................................................3
4.3. Title and Position....................................................................................3
4.4. Grade & Rank Relation.............................................................................4
4.5. Grade & Rank Matrix...............................................................................4
4.6. Employment Type...................................................................................4
4.7. Promotion & Demotion.............................................................................5
4.8. SPISy2000 Modification or Addition...........................................................5
5. CONTRACT EMPLOYEE ADMINISTRATION____________________________________________5
Current Conditions & Solutions.........................................................................5
6. WORKING SCHEDULE_______________________________________________________________6
6.1. Master Shift...........................................................................................6
6.2. Detail Master Shift..................................................................................6
..................................................................................................................6
6.3. Pick Up Point Bus....................................................................................8
6.4. Overbreak............................................................................................10
6.5. Working Schedule Change......................................................................10
6.6. Employee Behavior: Forget to Swap attendance machine............................10
6.7. Rules of Rounding for Work Time and Ot Allowance....................................11
a. Rounding of Overtime_________________________________________11
b. Rounding of overtime – early & late overtime______________________11
c. Overtime Rounding from Depnaker (OT Index)______________________11
6.8. Fixed Salary.........................................................................................11
6.9. Rounding of Daily Overtime Allowance .....................................................12
6.10. Overtime Entitlement ...........................................................................12
6.11. SPISy2000 Modification or Addition........................................................12
7. ATTENDANCE TYPE________________________________________________________________13
7.1. Attendance Type Master.........................................................................13
7.2. Coming Late & Going Out Early...............................................................13
8. OVERTIME_________________________________________________________________________14
8.1. X Factor Setting....................................................................................14
8.2. Manual................................................................................................15
8.3. OT Workflow.........................................................................................15
8.4. SPISy2000 Modification or Addition..........................................................15
9. PAYROLL__________________________________________________________________________15
9.1. Payment Date & Period (cut of date)........................................................15
9.2. Salary Component.................................................................................15
9.3. Relation between Salary Component & Employment Type...........................16

9.4. Relation between Basic Salary & Grade-Rank............................................17
9.5. Service Year Allowance..........................................................................18
9.6. Title Allowance......................................................................................18
9.7. Family Allowance...................................................................................18
9.8. Salary During Employee Sick..................................................................18
9.9. Salary During Employee Skorsing............................................................18
9.10. Salary During Employee Sicknes Due To Work Accident.............................19
9.11. Salary Proporsional..............................................................................19
9.12. Salary For Employee Under Custody.......................................................19
9.13. Attendance Incentive Deduction............................................................19
9.14. Meal Allowance...................................................................................20
9.15. Transportation Allowance......................................................................20
9.16. Breakfast Allowance.............................................................................20
9.17. JAMSOSTEK.......................................................................................21
9.18. Salary Automatic Update After 1 Years..................................................21
10. TAX DEDUCTION__________________________________________________________________21
11. BONUS & GIFT____________________________________________________________________22
11.1. Bonus................................................................................................22
11.2. THR...................................................................................................23
12. UANG PESANGON & PENGHARGAAN (REWARD MONEY)_____________________________23
12.1. Rules Of Pay Calculation Method............................................................23
12.2. Separation Pay For Employee :..............................................................26
12.3. Reward Money....................................................................................26
13. LEAVE___________________________________________________________________________26
14. SECURITY SYSTEM_______________________________________________________________28
15. WORKFLOW______________________________________________________________________29
16. WARNING LETTER________________________________________________________________29

PT. Sakura Bengawan
I. INTRODUCTION
The Business Process Model Document is generated as one important guide
in relation with implementation of human resource system SPISy2000 in a
company. The document will be used particularly for certain task such as
Parameter Setting, System Modification, and Testing.
This document is also generated to anticipate if any exception or irregular
things related to human resource system may arise.
It covers all important business process related to Human Resource’s
regulation in a company. Basically it covers only to business process related
to modules in SPISy2000 that being implemented in customer’s site, however
other things may be added as a reference.
This document includes:
· Company Structure
· Format of master data
· Matrix of table relation, i.e. Grade and Rank relation
· Rules of calculation
· Formula of calculation
· Etc
Source of document writing:
1. PKB: Mutual Work Agreement
2. Regulation of employee affairs
3. Result of meetings with appointed Personnel
4. Etc
This document is not a replacement for existing Regulation Document or
Employment Agreement; moreover it acts as Fact Finding and summaries.
Not all detail is included in this document.
The background of this document writing is due to We often found that level
of readiness for implementation is not the same between each company.
Such conditions can be mentioned as follows:
1. All regulation is well-documented; realization has followed the
existing document.
2. All regulation is well-documented; some regulation does not match
with the realization. This thing happens when changes are made in
the realization of regulation and no update is made to the
document.
3. Documentation is incomplete, or missing
The condition 1 is ideal whereas Business Process Model Document only
summarizes and simplifies the current format. For Condition no. 2, the
Business Process Model Document acts as Fact Finding and only covers
data found on site according to Customer’s approval. For Condition no. 3,
document is based only on meeting result with Customer.
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PT. Sakura Bengawan
2. ORGANIZATION STRUCTURE
In general, Basic Organization Structure in EPSON consists of:
1. President
2. Division
3. Department
4. Section
5. Line
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PT. Sakura Bengawan
The above organization structure in SPISy2000 database will have more
detail down to the smallest level or unit that is Line.
From several meetings it is very advisable to have only 1 Head in 1 unit.
Department as an example. Currently there are many Department have more
than 1 Manager, therefore it will be divided into Sub-Department, especially in
SPISy2000 database.
2.1. Organization Change
Structure of Organization may change anytime. Possibilities of change are as
follow:
1. Change of name
2. Removal of division
3. Addition of division
Whatever the change take place, it requires history data storing of the
division name.
And also system should be able to display leader name on specific date,
history of each line including: Line name, Leader Name, Line Job / Model,
Date Change.
2.2. Mutation/Employee Transfer
SPISy2000 will be used to overcome problem of a lot of number and
frequencies of employee mutation. SPISy2000 comes with tree view
hierarchical Organization Chart which enable to maintain and update data
easily. SPISy2000 also allow to configure area of mutation. i.e within the
same section only. etc. that can be used by Leader which may only have
access right within his group.
Mutation also needs history and information who/ when do the process
Transfer can be done with agreement between previous superior and present
superior. Transfer of employee among department or division
Transfer Approval
Grade Shoul be approved by
VII above Director
V - VI General Manager
I - IV Manager, General Manager
2.3. Organization ID
Organization ID with 12 digits column width will be used.
Div Dept Section Line
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PT. Sakura Bengawan
2.4. SPISy2000 Modification or Addition
No Description Category
1 Organization Structure Form in Web Version Add
2 Organization Code Digit  12 Digits Mod
3 Query for display leader name on specific date Add
3. PERSONAL DATA
The existing format in SPISy2000 has fulfilled requirement of PT. EPSON.
However, please note that:
3.1. Organization History
Organization History remains in store with its Organization Name although
master data in Organization Structure has changed or being removed.
3.2. Welfare Info
· Pick Up Point Bus
· Uniform Size
This information needs additional separate form for Welfare information.
Requested by EPSON:
Workflow should be implemented for uniform requisition.
3.3. Other Master Data
Every employee has master data
· Superior Name
· Workflow Level
4. GRADE, RANK & POSITION
4.1. Grade
1. TP 01 (Contract Skill), TP 02 (Contract Unskill)
2. Grade 1
3. Grade 2
4. Grade 3
5. Grade 4
6. Grade 5
7. Grade 6
8. Grade 61
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PT. Sakura Bengawan
9. Grade 7
10. Grade 8
11. Grade 81
12. Grade 9
4.2. Rank
Rank 1 to 20
Rank 21 to 40 (will be eliminated)
Rank 21 to 40 will be eliminated in SPISy2000 since it is used only to
mark employee with less than 1 year work period in order to determine
amount of Main Salary according to Salary Table. In SPISy2000,
based on Join Date it will automatically calculate employee work
period and mark it for period same or less than 1 year, and adjust it
with existing Salary Table master.
Current Condition
Working Period Rank Basic Salary
>= 1 Year 1 to 20 Salary Tabel A
< 1 Year 21 to 40 Salary Tabel B
With SPISy2000
Rank Working Period Basic Salary
1 to 20 ****** (Y M D)
(Automatic)
Salary Tabel
(Automatic)
Therefore operator is not required to control or update Rank data since
system will automatically adjust the salary table.
4.3. Title and Position
4.3.1 List of Title
1. Presiden
2. Vice Presiden
3. GM
4. Ass. GM
5. Senior Manager
6. Manager
7. SPV
8. Leader
9. Staff
10. Spesialis
11. Operator
12. Project Leader
13. Advisor
4.3.1 List of Position
Prepare by Epson.
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PT. Sakura Bengawan
4.4. Grade & Rank Relation
Grade Rank
01 01 to 20
02 01 to 20
03 01 to 20
04 01 to 20
05 01 to 20
06 01 to 20
61 01 to 20
07 01 to 20
08 01 to 20
81 01 to 20
4.5. Grade & Rank Matrix
Rank
Grade
1 2 3 Dst - 20
81 G81-R1 G81-R2 G81-R3 G81-R20
08 G08-R1 G08-R2 G08-R3 G08-R20
07 G07-R1 G07-R2 G07-R3 G07-R20
61 G61–
R1
G61–
R2
G61–
R3
G61–R20
06 G06-R1 G06-R2 G06-R3 G06-R20
05 G05-R1 G05-R2 G05-R3 G05-R20
04 G04-R1 G04-R2 G04-R3 G04-R20
03 G03-R1 G03-R2 G03-R3 G03-R20
02 G02-R1 G02-R2 G02-R3 G02-R20
01 G01-R1 G01-R2 G01-R3 G01-R20
4.6. Employment Type
Type Basic Promoted to Remarks
Page 4
Name
definition
G81-R1, G08-
R1, G08-R2 etc
will be used
at SPISy2000

PT. Sakura Bengawan
Duration
Probation 3 Mth Unchanged
Contract 3 Mth – 2
Year
Unchanged/Finish/Extend Contract can be revised,
contract period begin from
start working but end of
contract will be revised.
Maximum 3 years or 2 times
extension. Revision is not
considered extension
Permanent ---
4.7. Promotion & Demotion
No spesific table.
1 Salary Tabel for Employee less than 1 year or more than 1
year for each Grade-Rank
Add
2 Logic for update employee salary, based on Salary Tabel
when the working period become more than 1 year.
Add
5. CONTRACT EMPLOYEE ADMINISTRATION
Current Conditions & Solutions
No
Current System’s
Problem
SPISy 2000’s Solution
1 Difficult to control &
maintain the data,
specially expired date
of individual contract
employee
SPISy 2000 has alert (warning) system to
remind the expired date of contract. System will
automatically list up all the employee who have
the contract will be expired.
2 Difficult to change &
maintain the
employment status
because a lot of
number of employee
SPISy 2000 has tool to change or update the
status by “select and change”. System can list
up all employees who have the status need to
be updated; select the employee(s) and the
new status and then system can process
updating the status automatically.
3 Kontrak Dipercepat.
(The contract are
terminated before the
end of date)
Payroll Calculation in SPISy2000 can be set to
proportional based calculation, but for payment
date of this case need further confirmation of
the rules and perhaps need some minor
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PT. Sakura Bengawan
No
Current System’s
Problem
SPISy 2000’s Solution
modification.
6. WORKING SCHEDULE
6.1. Master Shift
6.2. Detail Master Shift
Non Shift
Pattern: 5 days Work Days and 2 days Holidays.
Day Shift
Working
Hour
Rest Time
I II III
Total
Minute
Monday
to
Thursday
and
Saturday
Non
Shift
08.00 –
17.00
10.30 –
10.40
12.30 –
13.10
15.30 –
15.40
Friday Non
Shift
07.30 –
17.00
10.30 –
10.40
11.55 –
13.05
15.30
-15.40
2 Group 2 Shift
Day Shift
Working
Hour
Rest Time
I II III
Total
Minute
Monday
to
Thursday
and
Saturday
Shift 1A 06.15 –
15.15
10.30 –
10.15
12.30 –
12.45
Shift 2A 20.00 –
05.00
23.00 –
23.30
02.30 –
02.45
04.45 –
05.00
Page 6
Group Shift Shift
NonShift Non Shift
2 Group 2 Shift Shift 1A, Shift 2A
3 Group 3 Shift Shift 1B, Shift 2B, Shift 3B
3 Group 2 Shift Shift 1C, Shift 2C

PT. Sakura Bengawan
Friday
Shift 1A 06.15 –
15.45
10.00 –
10.15
11.55 –
13.10
Shift 2A 20.00 –
05.00
23.00 –
23.30
02.30 –
02.45
04.45 –
05.00
3 Group 3 Shift
Day Shift
Working
Hour
Rest Time
I II III
Total
Minute
Monday
to
Thursday
and
Saturday
Shift 1B 06.00 –
14.00
08.45 –
09.00
12.00 –
12.45
Shift 2B 13.55 –
21. 55
16.30 –
16.45
18.00 –
18.45
Shift 3B 21.50 –
06.05
01.00 –
01.15
04.00 –
05.00
Friday
Shift 1B 06.00 –
14.15
08.45 –
09.00
12.00 –
13.00
Shift 2B 14.10 –
22. 10
16.30 –
16.45
18.00 –
18.45
Shift 3B 22.05 –
06.05
01.00 –
01.15
04.15 –
05.00
3 Group 2 Shift
Day Shift
Working
Hour
Rest Time
I II III
Total
Minute
Monday
to
Thursday
and
Saturday
Shift 1C 06.15 –
15.15
10.30 –
10.15
12.30 –
12.45
Shift 2C 20.00 –
05.00
23.00 –
23.30
02.30 –
02.45
04.45 –
05.00
Friday
Shift 1C 06.15 –
15.45
10.00 –
10.15
11.55 –
13.10
Shift 2C 20.00 –
05.00
23.00 –
23.30
02.30 –
02.45
04.45 –
05.00
Other Shift
12C
15.30 –
00.30
? ? ?
Work time of 2nd Shift can be changed temporarily. Solution is
make a new Shift and set the work time as 15.30 – 00.30.
Requested by EPSON:
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PT. Sakura Bengawan
· Enable to generate schedule by Line.
· Show Employee Data based on the Group Schedule.
· Question??? How about the Individual Schedule if the Group Schedule
changes?
Sample:
Group Schedule
Group 21 22 23 24 25 26 27 28 29 30 31
A 1C 1C 1C 1C L L 2C 2C 2C 12C L
B 2C 2C L L 1C 1C 1C 1C L L 2C
C L L 2C 2C 2C 2C L L 1C 1C 1C
Group A:
Emp 1
Emp 2
Emp 3
… …
Etc.
Individual Schedule
Employee 21 22 23 24 25 26 27 28 29 30 31
Emp 1 1C
(A)
1C
(A)
1C
(A)
2C
(C)
L L 2C 2C 2C 12C L
Emp 2 2C 2C L L 1C 1C 1C 1C L L 2C
Emp 3 L L 2C 2C 2C 2C L L 1C 1C 1C
6.3. Pick Up Point Bus
Every employee who uses Pick Up Bus must have “pick up point bus”
master data. This master data together with Working Schedule and
Overtime Plan data will be processed to generate Schedule of Pick Up
Point Bus data.
Page 8
Master Employee
Pickup Point
Work Schedule
Emp. Schedule
Overtime
O.T Plan
Bus Schedule
Pick Point
Schedule (To &
From)

PT. Sakura Bengawan
Sample:
a. Table A: Master Employee – Pick Up Point
Em.
ID
Name Pick Up Point Bus
0001 Ady UKI
0002 Hadi Slipi
0003 Ari Pasar Rebo
0004 Denny Bekasi Barat
0005 Mendaz UKI
0006 Irna UKI
b. Table B: Work Schedule
Date: 24 July 2006
Em.
ID
Nama Shift
0001 Ady Shift 1
0002 Hadi Shift 2
0003 Ari Shift 1
0004 Denny Shift 3
c. Table C: Overtime Plan
Date: 24 July 2006
Em.
ID
Nama Shift
0005 Mendaz Shift 1 + n Hour
0006 Irna Shift 1 + n Hour
d. The combine result from Table A, B dan C will generate Bus
Schedule. As follow :
Bus Schedul (From Pick Up Point to EPSON)
Shift Schedule Pick Up Point Total
Employee
Shift 1
UKI 3
Pasar Rebo 1
Shift 2 Slipi 1
Shift 3 Bekasi Barat 1
Bus Schedul (From EPSON to Pick Up Point)
Shift Schedule Pick Up Point Total
Employee
Shift 1
UKI 1
Pasar Rebo 1
Shift 2 Slipi 1
Shift 3 Bekasi Barat 1
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PT. Sakura Bengawan
Overtime Bus Schedule (From EPSON to Pick Up Point)
OT Pick Up Point Total
Employee
Shift 1 + n
Hour
UKI 2
6.4. Overbreak
Early home or late in after rest time (II) for personal purpose.
Over Break
BR
Rest Time (II)
Over Break
AR
Over Break = BR + AR  Over Break Deduction (calculation method is
similar to deduction of late in) or early out.
The Data is taken from Attendance Machine.
6.5. Working Schedule Change
Working schedule for individual often change and difficult to maintain the
data. Therefore system should be easy to maintain the change.
Requested by EPSON:
o Working schedule for Group (Line) is inputed to system weekly
and workflow process is applied.
o Working schedule directly update to system by each
department using web application version.
6.6. Employee Behavior: Forget to Swap attendance machine
SPISy 2000 can display daily attendance data both Normal Data or
Abnormal Data. Abnormal Data means no input, late, early, sick, absence,
etc which perhaps need further confirmation.
But there no solution from the system to change the attitude or behaviour
of individual who not swap the card. Need rule or procedure force from
management side.
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PT. Sakura Bengawan
6.7. Rules of Rounding for Work Time and Ot Allowance
a. Rounding of Overtime
Range Rounding
1 - 15 0
16 - 45 30 minutes
46 - 60 60 minutes
b. Rounding of overtime – early & late overtime
Overtime
SPISy2000 Other Case
Early Overtime (LA) +
Late Overtime (LP) 
Rounding = Overtime
Not available and overtime
applicable only once in one day
(LA+LP= Overtime Total)
c. Overtime Rounding from Depnaker (OT Index)
Regular Day
Holiday
Special Holiday / National
Rounding for the first hour is minimum 60 minutes, and for the next
hour is:
- 1 to 15 minutes round to 0
- 16 to 45 minutes round to 0.5
- 46 to 60 minutes round to 1
6.8. Fixed Salary
Description of Fixed Salary has been mentioned above is:
a. Basic Salary.
b. Fixed Allowance such as:
- Title allowance
- Skill allowance
- Family allowance
- Service year allowance
- Transport allowance
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PT. Sakura Bengawan
6.9. Rounding of Daily Overtime Allowance
Calculated daily and rounding process run only after salary process and
applicable only for total net income.
6.10. Overtime Entitlement
Overtime is payable only for employee in Grade 01 to 08. Grade 07 and 08
who have position is entitled for payable holiday overtime maximum 8
hours/day.
1 Need modification for function of bus schedule
reporting
Mod
2 Need modification for overtime application form
(SPL Form) by adding column for:
· Budget
· Accumulation
· Remain
Mod
3 Requested by EPSON:
Web application for daily update of working
schedule
Add
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PT. Sakura Bengawan
7. ATTENDANCE TYPE
7.1. Attendance Type Master
Reasons
MCSB
Code
New
Code
Total
Days
Att.
Deduct
Abt.
Deduct
Absenteeis
m
Alpha S502 X X
Sick with medical Doctor
certivicate S514 S514 365 X
Sick with information only or
medical invoice S506 S540 365 X X
Permitted S506 S506 365 X X
Business trip S541
Skorsing S542
Coming Late S500 S500
Early Out S501 S501
Annual
Leave Annual Leave S504 S504 12
Special
Leave
Marriage S526 S526 3
Child's Marriage S528 S528 2
Child's Circumcision/Baptism S527 S527 2
Wife's Maternity/Curretage S529 S529 2
Death of Husband/Wife/Child S530 S530 2
Parents/in Law death S531 S531 2
Employee's family who live in
same house, death S531 S543 1
Menstruation S515 S515 2 X
Maternity/Miscarriage S525 S525 90
Pilgrimmage according to
Government stipulation S532 S532 40
Employee who fulfill invitation
from Government institution S544
Natural Disaster S535 2
Leave during Pregnancy S524 S524
Some code should be follow SPISy2000’s code or use cenversion table.
7.2. Coming Late & Going Out Early
An Employee who come late or leave early his / her salary will be deducted.
In case, his late arrival because of company’s bus was late or carried out
company duty, salary shall not be deducted.
Salary deduction do comes late or leaves early is calculated and
rounded as followes (basic salary only):
· 01 – 15 minutes = ¼ x 1/173 x Basic Salary
· 16 – 30 minutes = ½ x 1/173 x Basic Salary
· 31 – 45 minutes = ¾ x 1/173 x Basic Salary
· 46 – 60 minutes = 1 x 1/173 x Basic Salary
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PT. Sakura Bengawan
· And so forth
Salary deduction do to personal reason during working hours is
calculated and rounded as followes (basic salary + fixed allowance):
· 01 – 15 minutes = ¼ x 1/173 x (Basic Salary + Fixed allowance)
· 16 – 30 minutes = ½ x 1/173 x (Basic Salary + Fixed
allowance)
· 31 – 45 minutes = ¾ x 1/173 x (Basic Salary + Fixed
allowance)
· 46 – 60 minutes = 1 x 1/173 x (Basic Salary + Fixed allowance)
· And so forth
Salary deduction above will not affect for Assistant Manager and above, an
employee who takes treatments at polyclinic or go to hospital with permission
from his / her superior.
8. OVERTIME
Overtime must have Overtime Order or Request Form: SPL (Surat Perintah
Lembur) for it’s validation which is the Overtime will be admitted or not.
SPL can be generated by 2 ways:
1. X Factor Setting
2. Manual
8.1. X Factor Setting
PPIC Team will set Working Schedule (Shift & O.T) daily, based on
Production Plan. SPISy2000 will use this parameter to generate Schedule &
O.T Request.
These Parameter data must be available at least 1 day before actual working
day.
For the X Factor explanation still waiting from EPSON teams.
Page 14
X Factor Setting
Line Code
Shift Code
OT Duration
Time
SPISy2000
Emp & Line
Code
Emp & Shift
Code
SPISy2000
Emp & OT SPL
“ Can be adjusted

PT. Sakura Bengawan
8.2. Manual
SPL can be inputed manually same with standard version of SPISy2000,
which is filled start and finish Overtime. SPISy2000 accomplished with any
GENERATE function so SPL not be inputed one by one.
8.3. OT Workflow
Overtime needs workflow process for data validation. Further about OT
Workflow will be explained in another document which is Workflow
Document.
1 Additional function to generate SPL based on PPIC
Setting
Add
2 Web Base Application for OT Workflow, with email
Notification system
Add
9. PAYROLL
9.1. Payment Date & Period (cut of date)
Salary calculation period is every 16th to 15th and paid every 25th, if in 25th
is holiday company will arrange payment as follows:
· 25th is holiday paid on 24th
· 24th and 25th are holiday paid on 26th
9.2. Salary Component
Income
Salary ID Salary Name
Gaji Pokok Basic Salary
Tunjangan Jabatan Position Allowance
Tunjangan Keahlian Skill Allowance
Tunjangan Masa Kerja Service Year Allowance
Tunjangan Keluarga Family Allowance
Uang Makan Siang Meal Allowance
Uang Makan Malam Night Meal allowance
Uang Transport Siang Transport allowance
Uang Transport Malam Night Transport Allowance
Subsidi Transport untuk
Grade 07
Transport Subsidy for Grade
07
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PT. Sakura Bengawan
Insentif Kehadiran Attendance Incentive
Insentif Kerja Shift Shift Allowance
Lembur I OT I
Lembur II OT II
Lembur III OT III
Lembur IV OT IV
Deduction
Salary ID Salary Name
Pajak Gaji Tax Deduction
Jamsostek JHT Karyawan Jamsostek Contribution
Potongan Absen Absent Deduction
Potongan Terlambat Late / Early Deduction
Potongan Izin Permission Deduction
Potongan Insentif Kehadiran Attendance Incentive
Deduction
Potongan Pengobatan Medical Deduction
Potongan Iuran Pokok
Koperasi
Cooperation Contribution
Potongan Iuran Wajib
Koperasi
Cooperation Mandatory
Contribution (Potongan Iuran
Wajib Koperasi)
Potongan Angsuran Koperasi Cooperation Transaction
Remarks:
Some salaries id and deduction id have to match accordingly to SPISy2000
because of some id are Hard Code and can’t be replaced.
9.3. Relation between Salary Component & Employment Type
Salary
Component
Probatio
n
Permanent Remark
Basic Salary 80 % 100%
Position
100% 100%
Allowance
Skill Allowance 100% 100%
Family Allowance 100% 100%
Services
Allowance
- 100% For permanent employee
min. 2 years work in
company for grade 01 to
61
Transport
Allowance
100% 100% For grade 07 to 81 not
included
Attendance
Incentive
100% 100% For grade 07 to 81 not
included, if absent will be
deduct
Shift Allowance 100% 100% For some title see table
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PT. Sakura Bengawan
shift
9.4. Relation between Basic Salary & Grade-Rank
Rank
Grade 1 2 3 etc - 20
81
>= 1
Year Rp…. Rp…. Rp…. Rp….
< 1 Year Rp…. Rp…. Rp…. Rp….
08
>= 1
07
>= 1
61
>= 1
06
>= 1
05
>= 1
04
>= 1
03
>= 1
02
>= 1
01
>= 1
Remarks:
In SPISy2000, each Grade and Rank are linked with separated.
Example: Grade 81 Rank 1
Working
Duration
Basic Salary (Rp) Start Date End Date
< 1 Year Rp. ****** ******* *******
>= 1 Year Rp. ****** ******* *******
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PT. Sakura Bengawan
Changes in salary table will be effective in every periode start (on 16th) and no
proportional calculation.
9.5. Service Year Allowance
Service year allowance is given to an employee who has service minimum 2
years from grade 01 up to grade 61, service year is calculated from joint date
up to 1st January:
This service year allowance is updated every year on 1st January
9.6. Title Allowance
Position Allowance can be given to the employee, if the employee got a
position from company, the amount of position allowance are :
a. Leader : Rp. 80.000
b. Supervisor : Rp. 250.000
c. Manager : Rp. 800.000
d. Sr. Manager : Rp. 1.000.000
e. Specialist : Rp. 200.000 – Rp. 800.000
9.7. Family Allowance
The Ammount of Family Allowance are:
- Wife : Rp. 40.000 / month (1 legal wife)
- Child: Rp 15.000 / child / month (max 3 children up to 21st year)
9.8. Salary During Employee Sick
1. 1st three month paid 100 %
2. 2nd three month paid 75 %
3. 3rd three month paid 50 %
4. 4th three month paid 25 %
9.9. Salary During Employee Skorsing
Employee will be paid 100 % from Basic Salary and if not guilty then the
lack of salary will be paid.
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PT. Sakura Bengawan
9.10. Salary During Employee Sicknes Due To Work Accident
Salary during sickness due to work accident (not employee fault):
1. 1st four month paid 100 %.
2. 2nd four month paid 75%.
3. next 50 % salary.
9.11. Salary Proporsional
A Salary for an employee who joins the company or resigns from the
company in the middle of the month is calculated on the following:
1. Permanent / Contract Employee:
Total Days / 30 x Std. Salary
2. Probation Employee:
Total Days / 30 x Std. Salary x (80 % x Basic Salary)
9.12. Salary For Employee Under Custody
If an employee who has been arrested by an authority not due to
company report then his / her will not get salary but his / her family will be
given allowance the amount are :
a. For 1 person 25 % from basic salary.
b. For 2 person 35 % from basic salary.
c. For 3 person 45 % from basic salary.
d. For 4 person 50 % from basic salary.
9.13. Attendance Incentive Deduction
1. Attendance Incentive Deduction for 50 % if there are 2nd times late,
early home, and personal purpose.
2. Attendance Incentive Deduction for 75 % if there are 3rd times late,
3. Attendance Incentive Deduction for 100 % if there are 4th times late,
4. Attendance Incentive Deduction fro 50 % if there is 1 time
absent without information (sick, permit, menstruation leave).
5. Attendance Incentive Deduction fro 100 % if there is 2 times
absent without information (sick, permit, menstruation leave).
Total maximum deduction is 100% (Rp. 60.000).
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PT. Sakura Bengawan
9.14. Meal Allowance
1. Meal Allowance payment:
a. Light Meal for employee who work in 1st shift the amount
Rp 2.800, paid to employee who work at vendor.
b. Meal (lunch and dinner) given to employee who work in shift
1 and non shit (Lunch), for 2nd shift and non shift (who do OT
until 20.00) receive dinner.
c. For 3rd shift and driver will receive meal allowance in cash
for Rp. 4.500.
d. For 2nd shift employee will receive meal allowance in cash
for Rp. 2.800 (3 Group 2 Shift and 2 Group 2 Shift).
e. Meal Allowance during Ramadhan for Moeslems are paid in
cash.
2. Shift Allowance , paid to employee who work in shift the amount are
shown below :
f. Shift Allowance (2 Shift Operation)
Position / Level Shift 2
Operator 9.500
Leader 9.750
Supervisor 12.750
g. Shift Allowance (3 Shift Operation)
Position / Level Shift 2 Shift 3
Operator 3.750 4.000
Leader 4.000 5.000
Supervisor 7.000 7.500
Setting Shift allowance based on Position (Current condition at
SPISy2000: based on Grade)
9.15. Transportation Allowance
Transport allowances are based on grade:
a. Grade 01-61 the amount are Rp. 123.200 / month and extra Rp.
5.000 / day for non and 1st shift employee who work OT until 22.00
WIB. For driver extra transport allowance is Rp. 10.000.
b. Grade 07 the amount is Rp. 1.000.000 (only for employee grade 07
who doesn’t have car from company and not component of fixed
salary).
9.16. Breakfast Allowance
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PT. Sakura Bengawan
Specific amount (i.e: Rp. 2800) for employee who work at vendor side
during working day and for shift 2 of 2 Group 2 Shift only. This
information should be linked with Attendance Type.
9.17. JAMSOSTEK
The amount of Jamsostek Contribution is calculated below:
2 % x Basic Salary from employee and company is 4.89 % x Basic
Salary.
9.18. Salary Automatic Update After 1 Years
Amount of paid salary should be automatically updated by “Generate
Function” after 1 year of working duration. The effective date of new
amount are always the start date of salary periode.
Example:
Salary periode: 16/5 to 15/6
Employee join date Year 2005: Emp A: 18/5, Emp B: 13/6, Emp C:
16/5
Effective date of new salary is same 16/5/2006 for all employees
10. TAX DEDUCTION
Income Tax fully paid by employee and used progressive tax calculation
method.
Monthly Tax Calculation always looks up data from beginning of year to
minimize or eliminate the difference.
Example:
Calculation for January:
 Salary in a year (X) = January Salary * 12
 Tax in a year (Y) = Tax from salary X
 Tax for January = Y / 12
Calculation for February:
 Salary in a year (X) = Salary January + (Salary February * 11)
 Tax already paid (Z) = Tax for January
 Tax for February = ( Y - Z ) / 11
Page 21

PT. Sakura Bengawan
Calculation for March:
 Salary in a year (X) = Salary Jan to Feb+ (Salary Mar * 10)
 Tax already paid (Z) = Tax for January + February
 Tax for March = ( Y - Z ) / 10
And So forth for December Calculation:
 Salary in a year (X) = Salary Jan to Nov + (Salary Dec )
 Tax already paid (Z) = Tax for January to November
 Tax for December = ( Y - Z )
11. BONUS & GIFT
11.1. Bonus
Bonus amount of each employee will be calculated using parameters bellow:
- Assessment Result
- Attendance Rate
- Working Period
- Index (defined by company)
- The objected period of bonus shall be one year, from April 1st of
previous year to March 31st of current year, bonus is given only to
permanent employee who had finished probation period up to 31st
March and up to payment date still work in IEI
- For permanent employee who is join less than 1 year (until 31 of
March), bonus will calculated proportionally (Service Month / 12) x
Fixed Salary
Assessment (Performance Evaluation) result data should be inputted or using
export-import data tools.
Gift is given to contract employee and no evaluation required.
Criteria :
· 0 – 3 month  0
· 3 – 6 month  amount variable depend on company
Page 22

PT. Sakura Bengawan
11.2. THR
The Regulatian are shown below:
· THR paid 14 days before Idul Fitri and 14 days before Natal.
· Paid for permanent employee which still work 30 days before Idul Fitri
or Christmas and employee in Idul Fitri or Christmas became
Permanent Employee.
· Religion grouping Moeslem and Non Moeslem.
· Service month calculated from Idul Fitri for Moeslem and Christmas for
Non Moeslem.
· For employee who already have service year more than 3 month, but
less than 1 year will receive THR proportionally:
Service Month / 12 x 1 Fixed Salary
· Service month rounding :
- 1 to 15 days  0
- 16 to 31 days  1
12. UANG PESANGON & PENGHARGAAN (REWARD
MONEY)
12.1. Rules Of Pay Calculation Method
a. Work relation termination by employee
N
Reason Separati
o
on Pay
Reward of
Working
Period
(UPMK)
Entitle-ment
Compen-sation
Parting
Pay
1 Self request (with
conditions: application must
be submitted 30 days
before, is not in compulsory
None None 1 time Equal with
UPMK
(PKB Verse
70)
Page 23

PT. Sakura Bengawan
tenure, and remain on duty)
2 Self request (not fulfill the
above no.1 condition)
None None 1 time 1 month
salary
(minimum 3
years
working
period)
3 Prolonged sickness,
disability due to work
accident
2 times 2 times 1 time None
4 Prolonged sickness,
disability is not due to work
accident
2 times 2 times 1 time None
5 By death 2 times 1 time 1 time None
Note:
· Resignation by self request, condition of parting pay is employee
position is not manager.
· In calculation of reward of working period, the separation pay and
reward of working period is not zero (0), but is calculated based on
working period as stipulated in regulation.
b. Work relation termination by company
N
o
Reason Separation
Pay
Reward of
Working
Period
(UPMK)
Entitlement
Compensation
1 Change of status, merger, fusion
or change of ownership status and
employee refuse to continue
employment.
1 time 1 time 1 time
2 Change of status, merger, fusion
or change of ownership status and
the owner refuse to employ
people.
2 times 1 time 1 time
3 Company being shutdown due to
continuing loss for 2 years proved
by public accountant or caused by
force major.
1 time 1 time 1 time
4 Company undergo efficiency 2 times 1 time 1 time
5 Company declares bankruptcy 1 time 1 time 1 time
c. Work relation termination by retirement
No
Reason Separation
Pay
Reward of
Working
Period
(UPMK)
Entitlement
Compensation
1 Employee reach age of retirement
(does not joined pension fund
program)
Page 24

PT. Sakura Bengawan
2 Employee reach age of retirement
(joined pension fund program)
None 1 time 1 time
3 Employee retires (has pension
fund but its value is lesser than
separation pay stipulated by Law)
At least equal, if realization is lesser, company
pays the discrepancy.
d. Work relation termination by disciplinary breach
N
Reason Separation
o
Pay
Reward of
Working
Period
(UPMK)
Entitle
ment
Compe
nsation
Parting Pay
1 Breach with warning
letter (SP) 1,2,3 in a row
1 time 1 time 1 time None
2 Serious offense Verse 67 None None 1 time 1 month salary
(minimum 5
years working
period)
3 In criminal case, if more
than 6 months not able
to perform his duty or
sentenced guilty in
criminal court.
None 1 time 1 time None
4 Absences for 5 days in a
row, given 2 summon
calls and letters
appropriately.
None None 1 time 1 month salary
(minimum 4
years working
period)
Note:
· Resignation by self request, condition of parting pay is employee
position is not manager.
· In calculation of reward of working period, the separation pay and
reward of working period is not zero (0), but is calculated based on
working period as stipulated in regulation.
e. Work relation termination by dispute
N
o
Reason Separation
Pay
Reward of
Working
Period
(UPMK)
Entitlement
Compensation
1 Employee submit work termination
to LPPHI because company
breach, and approved
2 Company stated as not guilty by
LPPHI against employee sue
None None According to
LPPHI decision
Page 25

PT. Sakura Bengawan
Note:
· Work relation termination for daily worker, employee in probation,
trainee, contract, and honorary status does not payable for separation
pay, reward of working period, entitlement compensation and parting
pay.
· If certain provision is stated in work agreement for contract and
honorary employee, the provision is valid and fix.
12.2. Separation Pay For Employee :
The amount of separation pay is:
1. Working period < 1 year  1 month salary.
2. Working period 1 < 2 years  2 months salary.
7. Working period 6 < years  7 months salary.
12.3. Reward Money
The amount of reward is:
8. Working period 24 < years  10 months salary.
13. LEAVE
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PT. Sakura Bengawan
Leave Type Rules Approval By
Annual Leave 1. Annual Leave Period is 1 April to 31 March.
Unpaid leave (minimum 1 month or more) is not calculated in service year
Page 27
2. Employee entitles to annual leave for 12 days
within 1 period of annual leave and is
permanent employee at 1 April.
3. Annual Leave right for employee who is not
permanent employee at 1 April and employee
who start work after 1 April (probation period)
are not entitled for annual leave.
4. Application must be submitted a month before
taking leaves.
5. Remaining of annual leave day will be
counted every 31 March.
6. Remaining annual leave will be paid all at
once in April with following formula :
7. Remaining Leave x 1/22 Fixed Salary
Superior,
supervisor or
concerned
manager.
Special Leave 1. Death of Wife/husband/children or legally
adopted children – 2 days.
2. Death of direct parents/parents in law – 2
days.
3. Wife giving birth – 2 day.
4. Employee’s marriage – 3 days.
5. Marriage of direct children or legally adopted
children – 2 days.
6. Circumcise/baptize of direct children or legally
adopted children – 2 days.
7. Leave for religion purpose not more than 3
months (Pilgrimage Leave).
8. Employee’s family who lives in same house
death – 2 days
9. Natural disaster – 2 days
Menstruation
Leave
1. First and second day.
2. Must submit letter of notice from
Midwife/Doctor.
Maternity
Leave/
Miscarriage
1. 45 days prior to giving birth and 45 days after.
2. Application must be submitted a week before
taking leave and accompanied by letter from
the caregiver (Midwife/Doctor).
Maternity
Leave outside
quota
1. After 4th month of pregnancy employee is
entitled for leave until maternity leave due.
2. Only applicable for permanent employee
(working period 1 year or more)
3. During leave employee is not entitled for wage
but will receive donation Rp 500.000 / month
(taxed).
4. Will affect bonus calculation.
Manager and
GM

PT. Sakura Bengawan
If employee resigns by particular reason (pregnancy or raising children below
5 years old then compensation calculation will be as follow :
14. SECURITY SYSTEM
SPISy2000 have Security Setting Facility so we can manage the access
level of each user, vertically or horizontally. Even we can control more detail
of each button.
At The beginning EPSON will divided it security group as follow :
Group User USer
Manager Emp A, B, C, etc
Supervisor Emp F, G, H, etc
Administrator Emp K, Emp L
(Can be change or added
later)
(Can be change or added later)
Group dan user will be provided by EPSON based on the job function in
EPSON.
Page 28

PT. Sakura Bengawan
15. WORKFLOW
Workflow Type:
1. Overtime Requisition Flow
2. Overtime Result Flow
3. Leave Requisition Flow
4. Shift Schedule Input Flow
5. Daily Absenteeism Flow
Data can be inputted by Leader (or Authorized staff), then will be sent to
Manager (or Authorized Superior) via form or email for approval process.
Level of approval process should be defined before for each type of workflow.
Detail explanation will be on Workflow Document.
16. WARNING LETTER
Warning letter is made flexible, not system automated. In internal affair, an
approach may be carried out by verbal warning or other method. If approach
is fail, a written letter will be sent to HRD to issue a warning letter (SP).
System will give reminder, for example:
· Absent without information 1 day  Teguran tertulis
· Absent without information 2 days SP1
· Coming late 3 times in a month  SP1
Validity of warning are:
· Teguran tertulis is 3 months
· SP1 is 6 months
· SP2 is 6 months
· SP3 is 6 months
Page 29

Buss process model ver 1 d eng rev 1

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