The Collective Employment Agreement (PKB) is a fundamental document in Indonesian employment relations, required under Law No. 13 of 2003 on Manpower when a workplace has an established labor union. This agreement serves as the primary instrument for regulating the relationship between employers and employees in organizations with union representation. It must be registered with the Ministry of Manpower and typically remains valid for 2-3 years. The document covers all aspects of employment conditions, from basic wages to complex benefits structures, and must align with minimum standards set by Indonesian labor laws while potentially providing additional benefits above these minimums. It's particularly crucial for maintaining industrial harmony and providing clear guidelines for both management and workers in day-to-day operations and dispute resolution.
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1. Parties: Identification of the employer and the labor union(s) entering into the agreement
2. Background: Context of the agreement, including the purpose and spirit of cooperation between parties
3. Definitions: Definitions of key terms used throughout the agreement
4. Recognition and Scope: Recognition of the union and scope of the agreement's application
5. Term and Renewal: Duration of the agreement and procedures for renewal or termination
6. Employment Terms: Basic conditions of employment including probation, categories of employment
7. Working Hours and Overtime: Regular working hours, shift arrangements, and overtime provisions
8. Wages and Benefits: Salary structure, allowances, bonuses, and other financial benefits
9. Leave Entitlements: Various types of leave including annual, sick, maternity, and religious holidays
10. Social Security and Insurance: BPJS and other insurance coverage as required by law
11. Occupational Health and Safety: Safety standards, procedures, and responsibilities
12. Disciplinary Procedures: Rules of conduct and disciplinary processes
13. Grievance Procedures: Steps for raising and resolving workplace grievances
14. Industrial Relations: Framework for employer-union relations and consultation
15. Termination of Employment: Grounds and procedures for employment termination
16. General Provisions: Miscellaneous provisions including amendment procedures
1. Training and Development: Include when there are specific training programs or career development paths
2. Performance Management: Include when implementing specific performance evaluation systems
3. Profit Sharing: Include when the company has profit-sharing schemes
4. Remote Working: Include when the company allows work-from-home or remote working arrangements
5. Intellectual Property: Include for industries dealing with proprietary information or creative works
6. Non-Competition: Include for positions with access to sensitive business information
7. International Assignments: Include if employees may be assigned to work overseas
8. Environmental Policy: Include for industries with significant environmental impact
1. Schedule 1 - Wage Structure: Detailed salary grades, scales, and allowance amounts
2. Schedule 2 - Job Classifications: List of job categories and their respective grades
3. Schedule 3 - Working Time Arrangements: Detailed shift patterns and work schedules
4. Schedule 4 - Leave Calculation: Methods for calculating various types of leave entitlements
5. Schedule 5 - Benefits Matrix: Detailed breakdown of benefits by employee category
6. Schedule 6 - Disciplinary Guidelines: Specific violations and corresponding sanctions
7. Schedule 7 - Safety Procedures: Detailed safety protocols and emergency procedures
8. Appendix A - Forms: Standard forms for leave applications, grievances, etc.
9. Appendix B - Company Policies: Referenced company policies that form part of the agreement
Relevant legal definitions
Clauses
Relevant Industries
Manufacturing
Mining
Financial Services
Technology
Retail
Construction
Healthcare
Transportation
Hospitality
Agriculture
Education
Telecommunications
Energy
Automotive
Textile
Relevant Teams
Human Resources
Legal
Industrial Relations
Compliance
Operations
Senior Management
Administration
Employee Relations
Labor Relations
Benefits & Compensation
Training & Development
Relevant Roles
HR Director
HR Manager
Legal Counsel
Industrial Relations Manager
Compliance Officer
HR Business Partner
Employee Relations Manager
Labor Relations Specialist
Chief Operating Officer
HR Administrator
Benefits Manager
Compensation Specialist
Training Manager
Recruitment Manager
General Manager
Factory Manager
Department Head
Line Manager
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