ASA 4 Remote
6.2 Pay and conditions for staff and workers and for contract workers always meet at least legal or industry minimum standards and are sufficient to provide decent living wages (DLW)
6.2.1
The company has a circular letter regarding the determination of wages at the level of PT WNL employees No. 043/MEMO-BGA/HC- POP/12/2020 dated December 23, 2020. The letter explains that the company uses the Decree of the Governor of Kalimantan Tengah Province No. 188.44/604/KPTS/2020 concerning the district minimum wage of Kotawaringin Timur Regency in 2021 as a reference for wages. Minimum wage of Kotawaringin Timur Regency in 2021 is IDR 2,991,946.00.
The company shows the same pay for the same scope of work, for example:
Boiler operator with employee number 371420110 in June 2021 gets a basic salary of IDR 2,991,946 and overtime.
Boiler operator with employee number 371420111 in June 2021 gets a basic salary of IDR 2,991,946 and overtime.
Work requirements are stated in the work agreement and company regulations. An indefinite employment agreement mentions some work requirements such as assignments and placement, work order, settlement of agreements, wages, and settlement of disputes.
The work agreement is signed by company and worker.
Based on the employee list, interview with management and workers, it is known that all employees are permanent employees (PTH and PBT). There are no contract employees or non permanent daily workers.
Based on interviews with workers, it is known that there are no complaints related to payment of wages. In addition, the payment of overtime has also been in accordance with applicable regulations. For example, a security in June 2021 works overtime for 115.50 hours and gets an overtime wage of IDR 2,000,854. Workers also get 12 days annual leave in 1 year if they have worked in the company for 12 months.
6.2.2
Company regulations have been approved by the Indonesian Ministry of Manpower through Decree number KEP.4/HI.00.00/00.0000.210714013/B/VII/2021. The Company Regulation applies from July 27, 2021 to July 27, 2023. Company
regulations regulate the work requirements related to hiring, work hours and overtime, wages, training, promotions, social security, and other labor provisions.
Based on the employee list, interview with management and workers, it is known that all employees are permanent employees (PTH and PBT). There are no contract employees or non-permanent daily workers.
Company also showed the wage documentation that explain the detail of wages. The details among others basic wage, premium or overtime payment, and deduction such as taxes, social security, and the nominal of take-home pay.
The payroll document gives accurate information, the basic salary, overtime payment, incentive premium, tax, or others also deduction if any. The provision about deduction for harvesting activity is written on Internal Office Memo No.018/IOM-A/HC-BGA/IV/10 issued on April 24, 2019. Based on interview with harvester, they know about the deduction or the detail of deduction. Besides that, it is known that there are no complaints related to payment of wages.
6.2.3
Currently, the company no applies premium system for calculating overtime but it is based on overtime calculations in accordance with the Decree of the Minister of Manpower No. 102 of 200. For example, document detailing the June 2021 overtime payment for a KAGM security officer with an ID number 372120197 who works overtime in one month amount of 108.50 hours and a payment of IDR 1,923,492.
Since 2020-2021 there has been no change in policy, but what has changed is the decision related to the minimum wage which has changed every year following the government's decision. Regarding the change in the minimum wage decision, it has been routinely submitted annually to workers at the beginning of the year and this is reinforced by the results of interviews with field workers and LKS Bipartit who are clear about any changes in the minimum wage every year. Based on the description above, the certification unit has demonstrated legal compliance related to working conditions, such as compliance with minimum wage, working hours, overtime, maternity leave and other compliance.
The results of interviews with workers (harvesters, sprayers, and mill operators) and LKS Bipartit know that workers have a sufficient understanding of their rights (wages, overtime, incentives, deductive, fines, etc.) listed in the Company Regulations and in accordance with routine socialization provided by the certification unit. Workers' wages in 2020 and 2021 have been above the minimum wage set by the government and there are no late payments every month, working hours is seven (7) hour a day with 6 days in a week and for the overtime has been paid in accordance with applicable regulations.
A review of the April, May and June 2021 wage document for harvest workers, pesticides, sprayers and mill operators proves that the wages received are above the minimum wage and in accordance with the wage scale structure determined by the company for 2021.
Based on the employee list, interview with management and workers, it is known that all employees are permanent employees (PTH and PBT). There are no contract employees or non permanent daily workers.
And then, based on interviews with representatives of women's committees and women workers at KAGE, PAGE and PMSE, it was explained that when workers are on menstrual and maternity leave, they still receive wages according to the usual working day without deductions because of this leave. This is also shown in Articles 30 and 32 of the Company Regulations which explain that female workers who are on maternity rest and female workers who experience pain during menstruation, 2 working days still get full wages.
About OFI: The auditor assesses that the determination of the wage scale for Daily Permanent Workers has complied with the regulations related to wages. This is explained in the provisions for employee wages in 2021 where the determination of wages for Daily Permanent Workers is in accordance with the provisions of the Kotawaringin Timur Regency Minimum Wage in Kalimantan Tengah Province, amounting to IDR 2,991,946 per month.
In addition to the determination of wages, the company also provides additional non-permanent benefits such as natura (rice allowance) for PT WNL employees in IOM No.043/MEMO-BGA/HC-POP/12/2020 with conditions for workers of 0.50 kg/day; wife 0.30 kg/day and child 0.25 kg/day.
The company has converted the rice allowance for employees who are married in the amount of IDR 262,125 and single for IDR 125,000.
So that the 2021 wages earned by PTH (Daily Permanent Workers) are as follows:
Employees who are married = IDR 2,991,946 (Minimum Wage) + IDR 262,125,- = IDR 3,254,071
Employees who are not married/single = Rp. 2,991,946 (Minimum Wage) + Rp. 125,000,- = Rp. 3,116,946,-
Based on the explanation above, it can be concluded that the company has complied with the determination of the minimum wage for Daily Permanent Workers.
Based on these explanations, it can be concluded that the certification unit has carried out work requirements in accordance with applicable laws and regulations in Indonesia.
6.2.4
The company has provided welfare facilities to occupants in the form of housing, clinics, water supply, electricity, education, transportation and other facilities. The results of the field visit in the housing area revealed that workers were provided with adequate housing facilities with 2 bedrooms, 1 bathroom and there was daycare for children. The house is inhabited by 1 family and specifically for workers who are not married then 1 house will be filled by 2 workers. Based on the employee list, interview with management and workers, it is known that all employees are permanent employees (PTH and PBT). There are no contract employees or non permanent daily workers.
This is in line with the results of interviews with housing residents stating that the facilities provided by the certification unit are houses, electricity, availability of clean water, transportation of school, child daycare, places of worship (mosque & church), sport facilities and others.
In general, the facilities provided by the certification unit are good / suitable for use by workers and their families.
The company has also conducted monitoring for the condition of the feasibility of the facilities provided every year, such as housing that is repaired if there is damage (usually if there is damage the worker will inform it and it will be handled directly by the repair company), the availability of electricity that has been provided by the company in the form of PLN or a generator, and the availability of clean water which is always monitored for its feasibility every 6 months (the results of monitoring clean water in the residential area do not show any test parameters that exceed the threshold).
6.2.5
The company has made it easier for workers and their families to obtain food sources by providing employee cooperatives that sell the daily needs of workers and provide access to vegetable traders to sell in the workers' housing area. In addition, there are also workers who open small business stalls to sell daily necessities in each housing. All employees are permanent employees (PTH and PBT). There are no contract employees or non permanent daily workers.
Based on interviews with workers (harvesters, sprayers, maintenance and mill operators), housing residents, labor unions and gender committees, it is known that workers have no difficulty in getting food sources because the company has provided cooperatives that sell daily necessities and the existence of vegetable sellers given access to sell at home.
6.2.6
In Indonesia there is no set standard of living wage, so the company still applies the national minimum wage for all workers. In addition to the payment of the minimum wage, the company has an assessment of the implementation of applicable wages and benefits in kind provided to workers in the unit of certification which are in line with the RSPO Guidelines for Implementing Living Wages.
What counts is the cost of food, housing, employee transportation, education, and health facilities. Based on the calculation, the prevailing wage value for PT WNL is Rp2,614,623. The basic wage received by the worker is Rp2,991,946 or according to the Kalimantan Tengah Governor's decision No. 188.44 / 604/2020 concerning district / city minimum wages in Kalimantan Tengah Province in 2020.
Based on the employee list, interview with management and workers, it is known that all employees are permanent employees (PTH and PBT). There are no contract employees or non permanent daily workers. In addition, based on the verification of salary slip documents, it is known that the company has paid workers' wages as much as Rp2,991,946 or equal to the minimum wage of Kotawaringin Timur Regency.
6.2.7
The company have no workers with contract status for daily worker (BHL) or contract status (PKWT). The results of interviews with spray workers, harvester and mill operators found that workers understood the recruitment system, the status of workers and the orientation period that had to be passed before the worker was appointed as a permanent worker. These processes are stated to be fair enough and provide equal opportunities to work according to the abilities, expertise and achievements of the workers during the contract period.
Status: Comply
6.3 The unit of certification respects the rights of all personnel to form and join trade unions of their choice and to bargain