Page 279 - Sustainability Report 2021 - Indonesia Power

Developing Excellent
Human Resources

PROGRAM KESEJAHTERAAN PEGAWAI
EMPLOYEES’ WELFARE PROGRAM

Sistem remunerasi Indonesia Power ditetapkan dengan Indonesia Power’s remuneration system is set forth by
pertimbangan keterampilan, kemampuan dan kinerja masing- considering the skills, abilities, and performance of each
masing pegawai pada tahun tersebut. Pemberian remunerasi employee in that year. The remuneration does not consider
tidak membedakan gender maupun bentuk diskriminasi gender or any other forms of discrimination. The remuneration
lainnya; seluruhnya didasarkan pada ukuran kompetensi, is based on the assessed competence, level of position, years
golongan jabatan, masa kerja, beban kerja, lokasi kerja dan of service, workload, work location, and performance of each
kinerja masing-masing individu. Seluruh pegawai baik pria individual. All employees, both male and female at the same
maupun wanita pada jenjang yang sama memiliki besaran gaji level, have the same amount of salary in all Company’s business
yang sama di setiap unit bisnis Perusahaan, sehingga rasio units. Therefore, the basic salary ratio is 1:1. [GRI 405-2]
basic salary yaitu 1:1. [GRI 405-2]

Dengan mempertimbangkan pendapatan tertinggi pegawai dan Considering the highest salary of employees and the average
pendapatan rata-rata seluruh pegawai, rasio kompensasi total income of all employees, the ratio of the total annual
tahunan pegawai adalah 6:1. Adapun, Rasio persentase kenaikan compensation of employees is 6:1. The ratio of the percentage
pada kompensasi total tahunan bagi pegawai dengan bayaran increase in the annual total compensation for the highest-paid
tertinggi di Perusahaan terhadap nilai tengah persentase total employee in the Company to the median percentage of the total
kenaikan kompensasi tahunan untuk seluruh pegawai adalah annual increase in compensation for all employees is 12% to 18%,
sebesar 12 % dibanding dengan 18% atau 1 :1. [GRI 102-38, 102-39] or equivalent to 1:1. [GRI 102-38, 102-39]

Cuti Melahirkan
Maternity Leave

Ketentuan terkait cuti melahirkan (maternity leave) diatur secara Provisions regarding the rights of maternity leave are formally
formal dalam Surat Keputusan Direksi Nomor 49.K/010/IP/2010 regulated in the Board of Directors’ Decree No. 49.K/010/IP/2010
tanggal 19 Mei 2010 tentang Cuti Sakit, Cuti Haid dan Cuti dated 19 May 2010 on Sick Leave, Menstrual Leave, and Maternity
Bersalin dan PKB Bab VII Perlindungan Pasal 82 tentang Cuti Leave, and CLA Chapter VII Protection Article 82 on Maternity
Bersalin, Pasal 86 tentang Ijin Karena Kepentingan. Pegawai Leave, Article 86 on Significant Leave. Female employees who
wanita yang mengambil cuti melahirkan diberikan hak cuti exercise their rights to take maternity leave have three months
selama selama tiga bulan dengan atau ±90 hari dan gaji tetap or ±90 days of leave, and their salaries are paid in full during the
dibayar utuh selama periode cuti. Selain itu, Indonesia Power leave period. In addition, Indonesia Power also provides male
juga memberikan ijin bagi pegawai pria selama 4 (empat) hari employees with 4 (four) days in addition to the annual leave to
di luar cuti tahunan untuk mendampingi istrinya yang sedang accompany their wife who gave birth (paternity leave).
melahirkan (paternity leave).

Pegawai yang mengambil hak cuti selama periode tersebut, Employees who have exercised their rights to parental leave shall
tetap dijamin diterima bekerja kembali pada posisi semula dan work again at their original position and regain their rights prior
mendapatkan kembali hak-haknya. Selama tahun 2021, terdapat 20 to parental leave. In 2021, 20 female employees exercised their
orang pegawai wanita yang menggunakan hak cuti melahirkannya rights to maternity leave and 288 male employees exercised
dan 288 orang pegawai pria yang menggunakan hak cuti paternity their rights to paternity leave. All employees (100%) have returned
leave nya. Para pegawai yang mengambil hak cutinya, seluruhnya to work after their leave period ended.
sudah kembali bekerja ketika masa cuti berakhir (100%).

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