1. The document is a company regulation document that outlines policies and procedures for COMPANY for the period of 2015 to 2017. 2. It covers topics such as recruitment requirements, employee placement, development and promotion, work regulations, discipline and termination, salaries, leave, welfare benefits, health and safety, and complaint procedures. 3. The regulations are designed to facilitate understanding and good working relationships between the company and employees, in accordance with Indonesian law. Violations are divided into four levels with corresponding disciplinary actions ranging from verbal warnings to termination of employment.

1. 1
PERATURAN PERUSAHAAN
(COMPANY REGULATION)
Periode : 2015 s/d 2017
COMPANY
ADDRESS

2. 2
PREFACE
Dear Employee,
COMPANY primary investment in order to achieve the
company’s goals has been, and will continue to be
employees.
In order to facilitate a good understanding, level of
commitment and good working relationship between
COMPANY and its employees, the company issues
the following company regulations.
These company regulations which have been created
in accordance with Indonesian Law, will form a
guidelines for both company and employee in
conducting their duties and obligations.
Regards,
Senior HR Manager

3. 3
DAFTAR ISI TABLE OF CONTENT
Pengantar 2 Preface 2
Daftar Isi 3 Table of Content 3
Bab I Ketentuan Umum Chapter I General Outline
Pasal 1 Pengertian & Istilah 5 Article 1 Definition & Terminology 5
Pasal 2 Maksud dan Tujuan 10 Article 2 Objectives and Purposes 10
Pasal 3 Ruang Lingkup Peraturan
Perusahaan
10 Article 3 Scope of Company Regulation 10
Bab II Penerimaan Karyawan Chapter II Recruitment
Pasal 4 Syarat-Syarat Penerimaan
Karyawan
11 Article 4 Requirement for Employment 11
Pasal 5 Status & Penggolongan Karyawan 12 Article 5 Employee’s Status & Grading 12
Bab III Penempatan & Pengembangan
Karyawan
Chapter III Employee Placement &
Development
Pasal 6 Penempatan Karyawan 13 Article 6 Employee Placement 13
Pasal 7 Penugasan Karyawan 14 Article 7 Employee Assignment 14
Pasal 8 Pengembangan Karyawan 14 Article 8 Employee Development 14
Pasal 9 Mutasi (Promosi, Rotasi & Demosi) 16 Article 9 Mutation (Promotion, Rotation &
Demotion)
16
Bab IV Peraturan Kerja Chapter IV Work Regulation
Pasal 10 Peralatan & Sumber Daya Kerja 17 Article 10 Work Tools & Resources 17
Pasal 11 Hari dan Waktu Kerja 17 Article 11 Working Days & Hours 17
Pasal 12 Daftar Kehadiran 18 Article 12 List of Attendance 18
Pasal 13 Kerja Lembur 19 Article 13 Overtime Work 19
Pasal 14 Perjalanan Dinas 19 Article 14 Business Travel 19
20 Article 15 Shift Work 20

4. 4
20 Article 16 On Call Work 20
20 Article 17 Equal Employment Opportunity 20
20 Article 18 Sexual Harassment 20
21 Article 19 Drugs, Alcohol & Additive
Substance
21
22 Article 20 Security 22
22 Article 21 Work & Social Life Balance 22
22 Article 22 Retirement 22
23 Article 23 Resignation 23
24 Article 24 Unauthorized Absence and
Qualifcation of Resignation
24
25 Article 25 Amount of Compensation 25
Chapter V Employee’s Rights & Obligations
25 Article 26 Employee’s Rights 25
25 Article 27 Employee’s Obligations 25
Chapter VI Company’s Rights & Obligations
26 Article 28 Company’s Rights 26
27 Article 29 Company’s Obligations 27
Chapter VII Dicipline & Diciplinary Action
27 Article 30 Disciplinary Action 27
28 Article 31 Categories of Disciplinary Action 28
29 Article 32 Termination of Industrial Relation 29
29 Article 33 Termination of Employment on
Probation Period
29
30 Article 34 Termination of Employment due
to Company’s Rationalization
30
30 Article 35 Level of Violations, Type of
Sanction, and Term of Sanctions
30
31 Article 36 Type of Violations and Sanction 31
38 Article 37 Procedures for Serving Warning
Letter
38

5. 5
Chapter VIII Salary System
40 Article 38 Salary Principle 40
40 Article 39 Overtime Allowance 40
41 Article 40 Per Diem Allowance & Additional
Salary
41
41 Article 41 Performance Bonus 41
41 Article 42 Cash Benefit Payment 41
Chapter IX Leave & Authorized Absent
42 Article 43 Leave 42
44 Article 44 Authorized Absent 44
Chapter X Welfare & Other Social Benefit
46 Article 45 Religious Feast Allowance (THR) 46
47 Article 46 Health & Medical 47
50 Article 47 Special Event Charity 50
50 Article 48 Manpower Social Security 50
51 Article 49 Long Service Award 51
Chapter XI Health & Safety
51 Article 50 Work Safety 51
51 Article 51 Work Accident 51
Chapter XII Complaint Settlement
52 Article 52 Complaint Settlement 52
Chapter XIII Closing
53 Article 53 Closing 53

6. 6
CHAPTER I
GENERAL REQUIREMENT
Article 1
Definition & Term
1. Company is COMPANY, a limited
liability company having its office at
2. Employer is the owner of Company, or
the Chairman of Company managing
the Company as defined in the
Company’s Articles of Association,
which is the Board of Directors or
authorized Officer to act for and on
behalf of and represent the Company.
3. The applicable Laws and Regulations
are all provisions issued by the
Government of the Republic of
Indonesia and its Implementing
Regulations.
2. 2. By the end of the Industrial Relation,then
the relationship between Employee and
Company has ended and therefore the
rights and obligations between them are
over.
3. 3. Termination shall be carried out in
accordance to the applicable manpower
law and regulations.
Article 33
Termination during the Probation Period
1. 1. During 3 (three) months Probation
Period, both Employer and Employees
have the right to terminate the Industrial
Relation at any time.

7. 7
2. 2. Employer is not obliged to provide any
compensation to the Employee, except
for an unpaid Salary of such Employee.
3. 3. Neither Party is entitled to file lawsuits or
other claims due to Industrial Relation
termination during Probation Period
Article 34
Termination of Employment due to
Rationalization of the Company
1. 1. The Company may undertake
rationalization in order to improve
performance and productivity of the
Company, such as conduct changes in
organizational structure, reduction of
office/division/department/unit of the
Company.
Article 35
Level of Violations, Type of Sanctions,
and Term of Sanctions
1. Tingkat Pelanggaran
Level of Violation
Sanksi
Sanction
Masa Berlaku
Period
1) Pelanggaran Tingkat I
Violation Level I
Teguran Lisan
Verbal Warning
3 bulan
3 months
2) Pelanggaran Tingkat II
Violation Level II
Surat Peringatan I
Warning Letter I
6 bulan
6 months
3) Pelanggaran Tingkat III
Violation Level III
Surat Peringatan II
Warning Letter II
6 bulan
6 months
4) Pelanggaran Tingkat IV
Violation Level IV
Pemutusan Hubungan Kerja
(PHK)
Termination of Industrial
Relation
2. 2. If within the period of a Warning Letter,
the Employee does not conduct any
violation, such Warning Letter will not
be valid for the next employment
period.

8. 8
3. 3. Employee who is given Warning Letter
I and II suffered losses in all matters
related to human resources.
Article 36
Type of Violations and Sanction
Implementation of Sanction for Violation of
Working Dicipline is basically not the
objective of the Company, but such action is
deemed as necessary to protect, preserve,
and maintain morale and work ethics within
the Company.In determining sanctions to be
implemented to Employees, the Company
will take into consideration the level of
violation, frequency, categories of violation,
and other factorswhich have influence to the
occurrence of such act of violation. The
Company will take one of these disciplinary
actions to be implemented to Employees
who conduct errors/violation:
A. A. Violation Level I (Verbal Warning) is
given if employee:
1. Not wearing ID Card given by the
Company in Company premises.
2. Dressed unappropriately and/or
wearing sandal to the office
without any acceptable reason
based on Company rules
concerning work attire.
3. Does not conform to the Working
Hours applied in the Company
without any acceptable reason.
4. Using the Company’s
telephone/telex/fax for personal
affair without permission from
authorized supervisor.
5. Littering the Company’s
environment by throwing trashes
6. Refuse to cooperate with other
Employees.
7. Does not keep neatness and
cleannessof workstation, working

9. 9
equipment, and Company
environment.
8. Violate work discipline, including
coming late or left earlybefore the
end of working hours for 3 (three)
times in a month without approval
from supervisor.
9. Absent for 3 (three) Working Days
in a month without written
notification and acceptable
reason.
10
.
Conducting other violation which
is deemed as equal with actions
mentioned above based on a
decision of the Chairman of the
Company.
11
.
Does not inform supervisor or
taking any preventive action when
being aware of incidents or
threats which could do harm to
the Employee and the Company.
12
.
Does not record attendance in
accordance with the applied
procedures.
13
.
Does not present in workstation
during Working Hours without an
acceptable reason
14
.
Doing work which is not
associated to office work in
Working Hours.
15
.
Does not obey order/direction
from supervisor related to
arrangement of assignment.
16
.
Does not finish assignment and
fulfill responsibility given by the
supervisor without reason
17
.
Speaks and act rudely to other
Employees and causing
unnecessary distraction in the
Company premises.
18
.
Works in other
Division/Departement premises
without any business associated
to his/her assignment.

10. 10
19
.
Forces his/her assignment to
other Employees or doing other
assignment which is not his/her
own without permission from
his/her Supervisor
20
.
Playing games in Working Hours.
21
.
Commit vandalism within or
outside Company premises.
22
.
Conduct personal business in
Company premises
23
.
Refuses to do an Overtime
assignment which is assigned by
his/her supervisor.
24
.
Commits other kind of violations
deemed as equal to the above
mentioned violations
25
.
Does not report changes of the
Employee’s personal data such
as address, marriage status, etc.
to the Company in accordance
with the applicable procedures.
26
.
Cross out or change the legal
documents (doctors
recomendation) with the aim of
extending the information that is
given by hospital doctor / clinic.
B. B. Level II Violation (Warning Letter I) is
given if the Employee:
1. Tear off, cross out, or rip off
announcement/notices pasted on
the announcement board without
order or permission from
authorized supervisor.
2. Does not try to improve in
performing his/her assignment,
although it has been tried
everywhere.
3. Leaves Work without permission
from his/her Supervisor.

11. 11
4. Refuses to be checked (luggage,
handbags, clothing, and physical
examination).
5. Deliberately being negligent in
performing assignment or
responsibility which is given by a
supervisor.
6. Sleeps during Working Hours
7. Does not report damages on
working equipment belong to the
Company which is part of the
Employee’s responsibility.
8. Being on working area on Holiday
without an obvious reason and
permission from a supervisor.
9. Violate work discipline, including
coming late or left earlybefore the
end of Working Hours for 5 (five)
times in a month without approval
from a supervisor.
10
.
Absent for 5 (five) Working Days
in a month without written
notification and an acceptable
reason by the Company.
11
.
Doing repetition of violation which
is categorized as LevelI Violation.
12
.
Conducting other kind of
violations deemed as equal to the
above mentioned violations
based on decision of the
Chairman of the Company.
13
.
Refuses to take medical
examination ordered by the
Company without reasonable
excuse.
14
.
Refuses to carry out mutation or
rotation.
15
.
Provides fake doctors
recomendation or doctors
recommendation without doctor's
examination.
16
.
Commits forgery of the
Company’s letter or document.
17
.
Smoking in a prohibited area
within the Company premises.

12. 12
18
.
Causing distraction in working
environment by commiting verbal
sexual harassment to other
people.
C. C. Level III Violation (Warning Letter II) is
given if the employee:
1. Refuses assignment set by
supervisor.
2. Commiting violation / neglecting
assignment which causes losses
to the Company.
3. Violate work discipline, including
coming late or left early before
the end of Working Hours for 7
(seven) times in a month without
approval from a supervisor.
4. Using Company’s
telephone/telex/fax for personal
affair without permission from
authorized supervisor.
5. Commit actionswhich could lead
to violence or mischief in the
Company premises
6. Spread false news that causes
damages to the Company or
other Employee.
7. Doing assignment or activity
which is not part of the
Employee’s dutyor responsibility
or beyond a predetermined work
instructions.
8. Conduct an act which harms
other Employee or his/her
supervisor which is contrary to
the Company Regulation.
9. Absent for 7 (seven) Working
Days or more within a month
without written notification and
an acceptable reason.
10. Taking classified documents,
copies of documents, or other
written material without
permission or approval from an
authorized superior.

13. 13
11. Reporting other Employee’s
attendance roll and / or asking
for help to othersto reporthis/her
for presence.
12. Doing repetition of violation
which is categorized as Level II
Violation.
13. Commit other kind of violations
deemed as equal to the above
mentioned violations based on
decision of the Chairman of the
Company.
D. D. Level IV Violation (Mistakes seen as
urgent condition/reason so that
Termination may be conducted without
warning letters):
1. Expose any Company’s secret
or defame Directors / Chairman
of the Company and/or the family
that should be kept secret
2. Getting drunk, overdosed, taking
drugs or abusing drugs
(narcotic) or other stimulants
banned by the Government.
3. Gambling in the Company’s
premises.
4. Persuade the Chairman of the
Company or fellow Employee to
commit acts that are contrary to
morality or prevailing law and
regulations.
5. Deliberately or carelessly or
negligently causing damage
and/or loss of goods owned by
the Company, or causing losses
or leave the Company’s property
and building in danger.
6. Deliberately or carelessly
performing his/her Work which
could cause harm/danger to
him/herself, other Employees,
supervisor and the Chairman of
the Company.

14. 14
7. Conducting fraud, theft, and
embezzlement of goods/money
owned by the Company or
property of other Employees.
8. Without legitimate authority,
bring to the Company premises
sharp weaponary, gun,
firecrackers or other explosives
material which have nothing to
do with his/her task or position.
9. Commit sexual misconduct or
gambling in workplace.
10. Mistreat, physically or mentally
committing threats, insults a
supervisor, sub-ordinate, other
Employees, and/or the
Chairman of the Company or
their families.
11. Attack, intimidate, or deceive
other Employees and selling
prohibited goods inside or
outside the Company premises.
12. Work for other company or carry
out similar business activity with
the Company’s business activity
or other business activities
without written permission from
the Company.
13. Commit collusion, corruption,
bribery,or fraud which could lead
to direct or indirect losses to the
Company.
14. Commit sabotage which could
lead to direct or indirect losses to
the Company.
15. Fight in the Company premises
against Supervisor, other
Employee, Director/Chairman of
the Company or other people.
16. Gives false information or
falsified information which could
lead to losses for the Company.
17. Absent for 10 (ten) days straight
without an acceptable written
notification and has been
summoned properly twice.

15. 15
18. Using the position, title,
authority, name, and facility of
Company to carry out actions
that benefit themselves as well
as third parties and result in
losses for the Company.
19. Organize or attend an illegal
meeting/conference,
distribute/posting posters, flyers,
circular letter without permission
from the Chairman of the
Company which are inciting or
contrary to government policy.
20. Commit other acts which are
punishable by imprisonment.
21. Doing repetition of violation
sanctioned by Warning Letter
within the period of validity of the
previous Warning Letter and
after being accumulated
exceeds the limit of Warning
Letter II.
22. Commit other kind of violations
deemed as equal to the above
mentioned violations based on
the decree of Director or
Chairman of the Company.
Article 37
Procedures for Serving Warning Letter
1. 1. The sequence of warnings could be
given in order but could also be given
directly in accordance with the
commited violation.
2. 2. Verbal Warning for level I violation is
given by:
- Direct supervisor or an authorized
official for violation of the
Company rules.

16. 16
3. Warning Letter Sanction (Warning Letter I and Warning Letter II) and Termination of
Industrial Relation Sanction for violation level II, III, and IV is given by:
Sanksi Surat Peringatan (SP)
Warning Letter Sanction
Sifat
Nature of Sanction
Diberikan Oleh
Given by
 Surat Peringatan Pertama Tindakan korektif Tingkat
Kedua terhadap pelanggaran
untuk dapat diperbaiki
Atasan Langsung / Dept.
HRD atas permintaan
tertulis
 First Warning Letter Second corrective measures
against minor violations to be
fixed
Direct Supervisor / HRD
Departement by written
request.
 Surat Peringatan Kedua Tindakan Korektif Tingkat
Ketiga dan Terakhir dengan
ancaman PHK
Atasan Langsung / Dept.
HRD atas permintaann
tertulis.
CC.
Kepala Departemen/Unit
Bisnis Cabang, Pimpinan
Perusahaan
 Second Warning Letter Third and Final corrective
measures punishable by
termination of Employment.
Direct Superivisor / HRD
Departement by written
request.
CC.
The Head of the
Departement / Branch, the
Chairman of the
Company.
 Sanksi PHK Tindakan PHK Direksi atas permintaan
Dept. HRD
CC.
Kepala Departemen/Unit
Bisnis /cabang, Pimpinan
Perusahaan

17. 17
 Termination of Employment Termination of Employment Director by request from
the HRD Departement.
CC.
The Head of the
Department / Branch, the
Chairman of the
Company.
Article 38
Salary Principle
1. 1. Salary should reflect fairness. Fairness
can only be achieved if the amount of the
Salary is based on Work value and
degree (Work evaluation), in its
respective function and position and also
his / her performance on the respective
function.
2. 2. The amount of the Salary is not affected
by gender, Employee’s family status or
any other element of discrimination
(SARA).
3. 3. Subject to the Company’s discretion, the
Company may give Salary increase to
Employee with significant performance.
4. 4. Subject to the Company’s discretion, the
Company may give Salary increase to
Employee with significant performance.
5. 5. The Employee’s Salary provision and its
administration shall be managed as
“strictly confidential”.
Article 39
Overtime Allowance

18. 18
1. 1. Overtime Work Allowance will only be
given to Employee whose PHP not
included as thinker,planner,implementer
and controller of the Company which their
working hour is not limited based on the
Working Hours determined by the
Company and/or in a position below
managerial level and does not represent
company.
2. 2. Incentives for operational overtime on
holidays is given to employee who works
on public or national holidays on the
ordersof his/her superior as set out in the
company policy.
3. 3. Maximum Overtime Work hour and
Overtime Allowance will be carried out in
accordance with the prevailing
manpower laws and regulation regarding
Overtime Work and Overtime Work
Allowance
Article 40
Per Diem Allowance and Additional Salary
1. 1. The Company will provide per diem
allowance for Employee on Business
Travel or assignment outside base office.
2. 2. The Company will provide additional
Salary for Employee on overseas
assignment.
3. 3. The amount of per diem allowance and
additional Salary is set out separately in
the company policy for Business Trip and
assignment.
Article 41
Performance Bonus

19. 19
1. 1. The Company may decide to introduce
performance bonus system depends on
the Company’s and Employee’s
performance / ability .
2. 2. Issuance of performance bonus and its
amount are the Company’s discretion
and will be managed separately in the
Company policy.
Article 42
Cash Benefit Payment
1. 1. Salary, all types of allowances, and
bonuses will be paid as gross income.
2. 2. Employee is responsible for paying their
income tax. The Company will administer
and submit the tax to the tax office, on
behalf of the Employee, for all income
derived from employment with the
Company. However, the Employee is
ultimately responsible for ensuring the
income tax paid on their behalf is correct
and is also responsible for the payment
of additional income tax derived from any
other income outside of that derived from
their employment with the Company.
CHAPTER IX
LEAVE & AUTHORIZED ABSENT
Article 43
Leave
1. 1. Employee is eligible for Annual Leave in
accordance with the prevailing
manpower laws and regulations and
relevant Company’s policy. Managers

20. 20
/Supervisors is authorized to give
consentfor taking a right ofAnnual Leave
2. 2. Employee is entitled for Annual Leave of
12 (twelve) working days per year if such
Employee has worked with the Company
for 1 (one) year.
3. 3. For Employee who is in Probation Period,
leaves shall only be taken after the
employee passes the Probation Period
and entitled to leaves in accordance with
his/her working period
4. 4. During Annual Leave,the Employee shall
still receive his / her Salary.
5. 5. Procedure and implementation
provisions of Annual Leave is set out
separately in the Company Policy.
6. 6. Procedure and implementation
provisions of Annual Leave is set out
separately in the Company Policy.
7. 7. Maternity Leave:
a. Maternity leave is applicable to
female Employee who has worked
with the Company for 12 (twelve)
months.
b. Female Employee is entitled to have
Maternity leave for a total of 1.5
months before and 1.5 months after
deliverydate and receive full Salary.
c. c. In particular, for a female Employee
who suffers from miscarriage shall
obtain leave for 1,5 months after
such miscarriage or based on
medical letter from obstetrician.
d. d. Employee may apply for a
prolonged maternity leave for

21. 21
maximum period of 1 month without
being paid on permission from
his/her superior.
e. e. Implementation procedures and
provisions of maternity leaves is
regulated in Company Rules.
8. 8. Sick Leave
a. a. An Employee who is unable to
perform his / her duties due to
illness including menstruation for
more than 1 (one) day is required to
inform the Company at the same
day through his / her direct
supervisor, manager / supervisor
level, and provide a doctor
recommendation maximum on the
first day of work. Without this doctor
recommendation, the sick days
shall be accounted by deducting the
Annual Leave or Salary of such
Employee. Annual Leave or Salary
deduction is set out further in the
Company Policy.
b. b. In the case of sick leave takes place
continuously for a long time as
supported by a doctor
recommendation, his / her Salary
shall be paid in accordance with the
prevailing manpower laws and
regulations.
c. c. If after 12 (twelve) months sick
leaves, supported by doctor
recommendation, the Employee is
still in sick condition, the Company
may conduct Termination of
Industrial Relation in accordance
withthe prevailing manpower laws
and regulations.
9. 9. The Company also providesanother form
of leave such as unpaid leave.

22. 22
Article 44
Authorized Absent
1. Authorized Absent shall be defined as
permission given to Employee who
requests to leave the office during office
hour, with or without being paid. The
company will give permission if the leave
is not interfering the Company’s interests
such as operation, smoothness and
efficiency of the work.
2. Employee is entitled to Authorized
Absent without payment for 10 times in a
year with permission from his/her
supervisor.
3. Paid Authorized Absent will be given
according to the following term:
a. Employee who is absent due to
working for the election committee.
b. Employee who is absent due to
conscription.
c. Employee who is absent due to he /
she must fulfill the summons from
the authorized official.
d. Employee who leaves the work for
the following matters, i.e. (in
accordance with Manpower Law):
1) Employee’s marriage: 3 days
2) Paternity leave: 2 days
3) Death of spouse/ children /
children-in-law / parents /
parents-in-law: 2 days
4) Death of relatives living under
one roof: 2 days
5) Death of Employee’s sibling /
sibling-in-law: 2 days
6) Natural disaster that directly
affects the Employee: 2 days

23. 23
7) Marriage of children: 2 days
8) Circumcision of children: 2
days
9) Baptism of children: 2 days
NOTE:
These absences should be taken on the date
of the event. If the above events occur outside
the domicile of the Employee, thus such
Employee may take his / her Annual Leave
earlier.Consent to leave the office shall obtain
prior approval from the respective manager.
Employees shall be required to provide
documentary evidence as supporting
documents such as certification by relevant
officials e.g. Death Certification, Marriage
Certification, Birth Certification or relevant
statements from relevant party.
4. Pilgrimage
a. For Pilgrimage purpose the
Employee is permitted to leave the
office with fully paid Salary.
b. Pilgrimage leave is applicable to
Employee who has worked with the
Company for 24 (twenty four)
months.
c. Pilgrimage leave application must
be submitted in writing to the
Company at the latest 2 (two)
months before departure.
d. This Pilgrimage leave shall be given
2 (two) days before the departure,
on the Pilgrimage days, until 2 (two)
days after the arrival date.
e. In the case that the Employee is
keen to conduct Pilgrimage
exceeding 1 (one) month or for the
second-time during his / her tenure
in the Company, he / she may
submit unpaid leave after obtaining
written consent from the Company.

24. 24
CHAPTER X
WELFARE & OTHER SOCIAL BENEFITS
Article 45
Religious Feast Allowance
1. The Company shall provide Religious
Feast Allowance (THR) to the Employee
every prevailing year, with detail as
follows :
a. Working period equal to or more
than 1 (one) year get 1 x THR.
b. Working period is more than 3
(three) months but less than 1 (one)
year entitle for prorate THR
2. Amount of THR is 1 (one) monthly gross
basic Salary.
3. Permanent Employee who resigns 30
days before a religious feast is entitled to
THR in accordance with the prevailing
provisions.
4. Contractual Employee is entitled to
receive THR if such Contractual
Employee is still working and recorded as
Contractual Employee at the Company
until the “D” dayof the appointed religious
feast.
5. THR payment will be carried out once a
year on Eid Al-Fitr and the procedures of
payment shall be in accordance with the
prevailing law and regulations.

25. 25
Article 46
Health and Medication
1. Medical Check-up for selection purpose.
a. If necessary, prior to the
employment, the Employee
candidate should undergo a series
of medical check-up by Company’s
doctor or other doctor appointed by
the Company.
b. Only HR Department who has the
right to ask medical check-up for
Employee candidates.
c. The Company should inform the
doctor conducting the medical
check-up about the candidate’s job
description.
d. In the event of the Employee is not
able to be employed due to his / her
medical check-up result which
does notsatisfy the requirements,,
The Company is not required to
provide any reason for not
employing the candidate due to
such reason.
e. Medical report is confidential
2. Refusal of Medical Check-up / Treatment
a. If the Employee refuses the
medical check-up /treatment as
instructed by the Company without
an acceptable reason by the
Company, thus such Employee is
subject to disciplinary sanction
based on Company Regulation
and Company Policy.
b. Employee who escapes from
hospital during medical check up /
treatment, will be subject to
disciplinary action by the Company

26. 26
based on Company Regulation
and Company Policy.
3. Periodic Medical Examination
Periodic medical examination may be
performed at discretion of the Company
to maintain employee’s health according
to the prevailing laws and procedures.
4. Medical Assistance to married / divorced
/ widowed female Employee.
Medical assistance will be given to
married / divorced / widow female
Employee equal to male Employee with
the provisions as follows:
a. The female Employee should
provide written evidence (at least
an Official Letter from local Sub
District) stating that her husband is
incapable of supporting her due to
unemployment / divorce / death or
The Official Letter from husband’s
employer stating that the employer
does not provide any medical
assistance. Supported with the
above official letter, the married
female Employee is eligible for
medical assistance for maximum of
3 (three) children. This Official
Letter should be renewed annually
or as required.
5. If the spouse is also working for the
Company, thus the medical benefit is as
follows:
a. The benefit given is treated as
“single benefit”. It means that only
the husband or wife is eligible for
the medical benefit.
b. The legitimate spouse and children
(max. 3 children & listed) may

27. 27
choose the highestSalary category
of either party (employee).
c. If one of the party either the
husband or wife is terminated or is
resigned from the Company, then
the medical benefit eligibility is
according to the medical benefit of
the party that stays with the
Company.
d. Changes in the medical benefit will
be applicable in the next financial
year.
6. Outpatient Medical Allowance
The Company will give the Employee and
their dependentmedical allowance which
is set out separately in Company’s policy
for medical benefit.
7. Prosthetics
Prothese’s fee for physical defect which
occur because of work accident is
guaranteed by the Company, the cost
consist of prothese’s fee, training and job
training fee for using the prothese.
Prothese which does not because of
work accident, as meant in the prevailing
Laws and Regulations, is Employee’s
responsibility.
8. Narcotics, Alcohol, and Addictive
Substances
Consequences of using narcotics,
alcohol, or any other addictive elements
which are prohibited by applicable Laws
and Regulations,by Employee or his / her
family member, shall be the Employee’s
full responsibility. In the case that
Employee himself / herself using the
mentioned elements, then he / she will
get disciplinary action from the Company
which can be resulted in Termination of

28. 28
Industrial Relation. The Company shall
not be responsible on any cost relating to
this.
9. Cost to have in vitro baby is not covered
by the Company.
Article 47
Special Occasion Charity
The Company will provide some amount of
money to the Employee or his/her dependant
who exercise a special occation such as
married, birth, and death of the Employee or
member of his/her family. Revelation of special
occasion charity is set out separately in the
Company’s policy.
Article 48
Manpower Social Security
1. All Employees shall be listed as member
of Manpower Social Security.
Provision of tariff for Manpower Social
Security ia as follows:
a. Company’s Responsibility
i) Occupational Accident
Security: 0,24% from monthly
gross basic Salary
ii) Death Security: 0,3% from
monthly gross basic Salary
iii) Old Age Security: 3,7% from
monthly gross basic Salary
iv) Pension Security: 2,0% from
monthly gross basic Salary.
b. Employee’s Responsibility
i) Old Age Security: 2,0% from
monthly gross Salary.

29. 29
ii) Pension Security: 1,0% from
monthly gross salary.
3. It is the responsibility of the Company to
arrange reimbursement of Occupational
Accident Security and Death Security
from ... While the Employee is
responsible to arrange reimbursement of
Old Age Security and Pension Security
directly with ....
Article 49
Long Service Award
To reflect the Company’s belief that the
Employees should be rewarded for their
loyalty, the Company confers ‘Long Service
Awards’ commensurate with the length of
service with the Company. Regulation of ‘Long
Service Awards’ will be managed separatelyin
the Company Policy.
CHAPTER XI
HEALTH & WORK SAFETY
Article 50
Work Safety
1. For the sake of the Company and
Employee, the Employee should follow
any prevailing regulations concerning
Work Safety.
2. Employee is obliged to actively
participate in any attempt to prevent and
tackle accident / fire at the workplace.
3. Employee is obliged to report any
accident / fire in the work place and to
provide any information to the authorized
personnel appointed by the Company to
investigate the event.

30. 30
Article 51
Work Accident
1. 1. Company warrants necessary
transportation for Employee who needs
medical treatment due to work accident
to the nearest hospital or his / her home.
2. 2. The company will be accountable for any
medical expense for the hospitalization
of the injured Employee performing their
duties from the beginning of the accident
until the Employee reinstated for active
duty.
3. 3. In the case that the Employee engaged
in any accident while performing their
duties, the company will provide any
necessary compensation as stated in 5
and / or any other relevant laws and
regulations.
4. 4. In case an Employee is death because of
work accident as stated in point 3, the
company will pay employee’s legal
descendents with the approval from
Official and / or any other relevant laws
and regulations.
5. 5. The above provisions shall not be valid if
the accident happened because of the
Employee is deliberately violated the
Company’s work safety regulation.
Termination of Industrial Relation shall
be conducted based on the prevailing
laws and regulations.
CHAPTER XII

31. 31
COMPLAINT SETTLEMENT
Article 52
Complaint Settlement
1. 1. Complaint shall be defined as a
difference in understanding or
misunderstanding about working
regulations and requirements applied in
the Company between Employee and
Company.
2. 2. Complaint is a source of uneasiness
which if not given any attention can raise
unsatisfaction,frustration,and at the end
labor dispute. To minimize the
occurance of labor dispute, the
Company must try to solve Employee’s
complaint in the best possible way.
3. 3. Basically, it is admitted that every
complaint from each Employee should
be setttled fairly and as quick as
possible.
4. 4. Complaint settlement procedure will be
implemented in accordance with the
prevailing manpower laws and
regulations.
CHAPTER XIII
CLOSING
Article 53
Closing
1. 1. This Company Regulation is effective
since
2. 2. This Company Regulation may be
distributed to all Employees to be

32. 32
acknowledged and implemented
accordingly.
3. 3. The matters that have not been
regulated in this Company Regulation if
necessary can be added as an
amendment after it is approved and
legalized by the
4. 4. This Company Regulation shall remain
valid during the legalization process of
the new / amended Company
Regulation.
5. 5. The Company is authorized to take /
request the Employee to return the book
of Company Regulation at the time such
Employee stops working and no longer
working at the Company.
__________________
Senior HR Manager