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

BUSINESS PROCESS MODEL FACT FINDING & SUMMARY DOCUMENT

Human Resource Management

System

SPISy2000For 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

Security System 10340 Tel.: 62-21-3147805, 3147823, Fax : 62-21-3147823, Website: www.sabeso.com E-mail :[email protected]

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

http://www.sabeso.com/

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 SABESO

By

Approved By

EPSON

CONTENTS

I. INTRODUCTION_____________________________________________________________________1

2. ORGANIZATION STRUCTURE____________________________________________________22.1. Organization Change___________________________________________________________12.2. Mutation/Employee Transfer___________________________________________________12.3. Organization ID________________________________________________________________12.4. SPISy2000 Modification or Addition_____________________________________________2

3. PERSONAL DATA________________________________________________________________23.1. Organization History___________________________________________________________23.2. Welfare Info___________________________________________________________________23.3. Other Master Data_____________________________________________________________2

4. GRADE, RANK & POSITION______________________________________________________24.1. Grade__________________________________________________________________________24.2. Rank___________________________________________________________________________34.3. Title and Position______________________________________________________________34.4. Grade & Rank Relation_________________________________________________________44.5. Grade & Rank Matrix___________________________________________________________44.6. Employment Type_____________________________________________________________54.7. Promotion & Demotion_________________________________________________________54.8. SPISy2000 Modification or Addition_____________________________________________5

5. CONTRACT EMPLOYEE ADMINISTRATION______________________________________5Current Conditions & Solutions______________________________________________________5

6. WORKING SCHEDULE___________________________________________________________66.1. Master Shift____________________________________________________________________66.2. Detail Master Shift_____________________________________________________________66.3. Pick Up Point Bus______________________________________________________________86.4. Overbreak____________________________________________________________________106.5. Working Schedule Change____________________________________________________106.6. Employee Behavior: Forget to Swap attendance machine_____________________106.7. Rules of Rounding for Work Time and Ot Allowance___________________________11

a. Rounding of Overtime_____________________________________________________11b. Rounding of overtime – early & late overtime____________________________11c. Overtime Rounding from Depnaker (OT Index)_____________________________11

6.8. Fixed Salary__________________________________________________________________116.9. Rounding of Daily Overtime Allowance________________________________________126.10. Overtime Entitlement________________________________________________________126.11. SPISy2000 Modification or Addition__________________________________________12

7. ATTENDANCE TYPE____________________________________________________________137.1. Attendance Type Master______________________________________________________137.2. Coming Late & Going Out Early_______________________________________________13

8. OVERTIME______________________________________________________________________148.1. X Factor Setting______________________________________________________________148.2. Manual_______________________________________________________________________158.3. OT Workflow__________________________________________________________________158.4. SPISy2000 Modification or Addition___________________________________________15

9. PAYROLL_______________________________________________________________________159.1. Payment Date & Period (cut of date)__________________________________________159.2. Salary Component____________________________________________________________159.3. Relation between Salary Component & Employment Type_____________________169.4. Relation between Basic Salary & Grade-Rank_________________________________179.5. Service Year Allowance_______________________________________________________189.6. Title Allowance_______________________________________________________________18

9.7. Family Allowance_____________________________________________________________189.8. Salary During Employee Sick_________________________________________________189.9. Salary During Employee Skorsing_____________________________________________189.10. Salary During Employee Sicknes Due To Work Accident______________________199.11. Salary Proporsional__________________________________________________________199.12. Salary For Employee Under Custody_________________________________________199.13. Attendance Incentive Deduction_____________________________________________199.14. Meal Allowance______________________________________________________________209.15. Transportation Allowance____________________________________________________209.16. Breakfast Allowance_________________________________________________________209.17. JAMSOSTEK_________________________________________________________________219.18. Salary Automatic Update After 1 Years______________________________________21

10. TAX DEDUCTION______________________________________________________________21

11. BONUS & GIFT________________________________________________________________2211.1. Bonus_______________________________________________________________________2211.2. THR_________________________________________________________________________23

12. UANG PESANGON & PENGHARGAAN (REWARD MONEY)___________________2312.1. Rules Of Pay Calculation Method_____________________________________________2312.2. Separation Pay For Employee :______________________________________________2612.3. 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 Agreement2.Regulation of employee affairs3.Result of meetings with appointed Personnel4.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

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PT. Sakura Bengawan

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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2. ORGANIZATION STRUCTURE

In general, Basic Organization Structure in EPSON consists of:1. President2. Division3. Department4. Section5. 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 name2. Removal of division3. 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 ApprovalGrade Shoul be approved byVII above DirectorV - VI General ManagerI - IV Manager, General

Manager

2.3. Organization ID

Organization ID with 12 digits column width will be used.

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PT. Sakura Bengawan

Div Dept Section Line

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

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PT. Sakura Bengawan

1. TP 01 (Contract Skill), TP 02 (Contract Unskill)2. Grade 13. Grade 24. Grade 35. Grade 46. Grade 57. Grade 68. Grade 619. Grade 710. Grade 811. Grade 8112. Grade 9

4.2. Rank

Rank 1 to 20Rank 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 SPISy2000Rank 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

8. Leader

9. Staff

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PT. Sakura Bengawan

3. GM

4. Ass. GM

5. Senior Manager

6. Manager

7. SPV

10. Spesialis

11. Operator

12. Project Leader

13. Advisor

4.3.1List of PositionPrepare by Epson.

4.4. Grade & Rank Relation

Grade Rank01 01 to 2002 01 to 2003 01 to 2004 01 to 2005 01 to 2006 01 to 2061 01 to 2007 01 to 2008 01 to 2081 01 to 20

4.5. Grade & Rank Matrix

Rank

Grade1 2 3

Dst -

20

81 G81-

R1

G81-

R2

G81-

R3G81-R20

08 G08-

R1

G08-

R2

G08-

R3G08-R20

07 G07-

R1

G07-

R2

G07-

R3G07-R20

61 G61–

R1

G61–

R2

G61–

R3

G61–

R20

06 G06-

R1

G06-

R2

G06-

R3G06-R20

05 G05-

R1

G05-

R2

G05-

R3G05-R20

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Name definition G81-R1, G08-R1, G08-R2 etc will be used at SPISy2000

PT. Sakura Bengawan

04 G04-

R1

G04-

R2

G04-

R3G04-R20

03 G03-

R1

G03-

R2

G03-

R3G03-R20

02 G02-

R1

G02-

R2

G02-

R3G02-R20

01 G01-

R1

G01-

R2

G01-

R3G01-R20

4.6. Employment Type

TypeBasic

DurationPromoted to Remarks

Probation 3 Mth UnchangedContract 3 Mth – 2

YearUnchanged/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.


No Description Category1 Salary Tabel for Employee less than 1 year or more than 1

year for each Grade-RankAdd

2 Logic for update employee salary, based on Salary Tabel when the working period become more than 1 year.

Add

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PT. Sakura Bengawan

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 modification.

6. WORKING SCHEDULE

6.1. Master Shift

6.2. Detail Master Shift

Non Shift

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Group Shift ShiftNonShift Non Shift 2 Group 2 Shift Shift 1A, Shift 2A3 Group 3 Shift Shift 1B, Shift 2B, Shift 3B3 Group 2 Shift Shift 1C, Shift 2C

PT. Sakura Bengawan

Pattern: 5 days Work Days and 2 days Holidays.

Day ShiftWorking

Hour

Rest Time

I II IIITotal

MinuteMonday

to Thursda

yand

Saturday

Non Shift

08.00 – 17.00

10.30 – 10.40

12.30 –

13.10

15.30 –

15.40

FridayNon Shift

07.30 – 17.00

10.30 – 10.40

11.55 –

13.05

15.30 -15.40

2 Group 2 ShiftPattern: 5 days Work Days and 2 days Holidays.

Day ShiftWorking

Hour

Rest Time

I II IIITotal

MinuteMonday

to Thursda

yand

Saturday

Shift 1A06.15 – 15.15

10.30 – 10.15

12.30 –

12.45

Shift 2A20.00 – 05.00

23.00 – 23.30

02.30 –

02.45

04.45 –

05.00

Friday

Shift 1A06.15 – 15.45

10.00 – 10.15

11.55 –

13.10

Shift 2A20.00 – 05.00

23.00 – 23.30

02.30 –

02.45

04.45 –

05.00


Day ShiftWorking

Hour

Rest Time

I II IIITotal

Minute

Monday to

Thursday

and Saturda

y

Shift 1B06.00 – 14.00

08.45 – 09.00

12.00 –

12.45

Shift 2B13.55 – 21. 55

16.30 – 16.45

18.00 –

18.45

Shift 3B21.50 – 06.05

01.00 – 01.15

04.00 –

05.00

Friday Shift 1B 06.00 – 08.45 – 12.00

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PT. Sakura Bengawan

14.15 09.00–

13.00

Shift 2B14.10 – 22. 10

16.30 – 16.45

18.00 –

18.45

Shift 3B22.05 – 06.05

01.00 – 01.15

04.15 –

05.00


Day ShiftWorking

Hour

Rest Time

I II IIITotal

MinuteMonday

to Thursda

yand

Saturday

Shift 1C06.15 – 15.15

10.30 – 10.15

12.30 –

12.45

Shift 2C20.00 – 05.00

23.00 – 23.30

02.30 –

02.45

04.45 –

05.00

Friday

Shift 1C06.15 – 15.45

10.00 – 10.15

11.55 –

13.10

Shift 2C20.00 – 05.00

23.00 – 23.30

02.30 –

02.45

04.45 –

05.00

OtherShift 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: 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 ScheduleGroup 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

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PT. Sakura Bengawan

Group A:

Emp 1 Emp 2 Emp 3 … … Etc. Individual ScheduleEmployee 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.

Sample:a. Table A: Master Employee – Pick Up Point

Em. ID

Name Pick Up Point Bus

0001 Ady UKI0002 Hadi Slipi0003 Ari Pasar Rebo0004 Denny Bekasi Barat0005 Mendaz UKI

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Master Employee

Pickup Point

Work Schedule

Emp. Schedule

Overtime

O.T Plan

Bus Schedule

Pick Point Schedule (To &

From)

PT. Sakura Bengawan

0006 Irna UKI

b. Table B: Work Schedule

Date: 24 July 2006Em. ID

Nama Shift

0001 Ady Shift 10002 Hadi Shift 20003 Ari Shift 10004 Denny Shift 3

c. Table C: Overtime Plan

Date: 24 July 2006Em. ID

Nama Shift

0005 Mendaz Shift 1 + n Hour0006 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

SchedulePick Up Point

Total Employee

Shift 1UKI 3Pasar Rebo 1

Shift 2 Slipi 1Shift 3 Bekasi Barat 1

Bus Schedul (From EPSON to Pick Up Point)Shift

SchedulePick Up Point

Total Employee

Shift 1UKI 1Pasar Rebo 1

Shift 2 Slipi 1Shift 3 Bekasi Barat 1

Overtime Bus Schedule (From EPSON to Pick Up Point)OT Pick Up

PointTotal

EmployeeShift 1 + n

HourUKI 2

6.4. Overbreak

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PT. Sakura Bengawan

Early home or late in after rest time (II) for personal purpose.

Over Break

BRRest 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.

6.7. Rules of Rounding for Work Time and Ot Allowance

a. Rounding of OvertimeRange Rounding1 - 15 016 - 45 30 minutes

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PT. Sakura Bengawan

46 - 60 60 minutes

b. Rounding of overtime – early & late overtimeOvertime

SPISy2000 Other CaseEarly 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

6.9. Rounding of Daily Overtime Allowance

Calculated daily and rounding process run only after salary process and applicable only for total net income.

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PT. Sakura Bengawan

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.


No

Description Category

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

ReasonsMCSB Code

New Cod

e

Total

Days

Att. Dedu

ct

Abt. Deduc

t

Absenteeism

Alpha S502 X XSick with medical Doctor certivicate S514 S514 365 X Sick with information only or medical invoice S506 S540 365 X XPermitted S506 S506 365 X XBusiness 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.

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PT. Sakura Bengawan

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 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 Setting2. 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.

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X Factor Setting

Line CodeShift CodeOT Duration Time

SPISy2000

Emp & Line CodeEmp & Shift Code

SPISy2000

Emp & OT SPL“ Can be adjusted

PT. Sakura Bengawan

For the X Factor explanation still waiting from EPSON teams.

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.


No Description Category

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

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PT. Sakura Bengawan

Income

Salary ID

Salary Name

Gaji Pokok Basic SalaryTunjangan Jabatan Position AllowanceTunjangan Keahlian Skill AllowanceTunjangan Masa Kerja Service Year AllowanceTunjangan Keluarga Family AllowanceUang Makan Siang Meal AllowanceUang Makan Malam Night Meal allowanceUang Transport Siang Transport allowanceUang Transport Malam Night Transport AllowanceSubsidi Transport untuk Grade 07

Transport Subsidy for Grade 07

Insentif Kehadiran Attendance IncentiveInsentif Kerja Shift Shift AllowanceLembur I OT ILembur II OT IILembur III OT IIILembur IV OT IV

Deduction

Salary ID

Salary Name

Pajak Gaji Tax DeductionJamsostek JHT Karyawan Jamsostek ContributionPotongan Absen Absent DeductionPotongan Terlambat Late / Early DeductionPotongan Izin Permission Deduction Potongan Insentif Kehadiran

Attendance Incentive Deduction

Potongan Pengobatan Medical DeductionPotongan 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

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PT. Sakura Bengawan

Salary Component

Probation

Permanent

Remark

Basic Salary 80 % 100%Position Allowance

100% 100%

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 shift

9.4. Relation between Basic Salary & Grade-Rank

RankGrade 1 2 3 etc - 20

81

>= 1 Year

Rp…. Rp…. Rp…. Rp….

< 1 Year


08

>= 1 Year


< 1 Year


07

>= 1 Year


< 1 Year


61

>= 1 Year


< 1 Year


06

>= 1 Year


< 1 Year


05>= 1 Year


< 1 Rp…. Rp…. Rp…. Rp….

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PT. Sakura Bengawan

Year

04

>= 1 Year


< 1 Year


03

>= 1 Year


< 1 Year


02

>= 1 Year


< 1 Year


01

>= 1 Year


< 1 Year


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. ****** ******* *******

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 :

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PT. Sakura Bengawan

a. Leader : Rp. 80.000b. Supervisor : Rp. 250.000c. Manager : Rp. 800.000d. Sr. Manager : Rp. 1.000.000e. 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.

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:

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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, early home, and personal purpose.

3. Attendance Incentive Deduction for 100 % if there are 4th times late, early home, and personal purpose.

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).

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).

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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 2Operator 9.500Leader 9.750Supervisor 12.750

g. Shift Allowance (3 Shift Operation)Position / Level Shift 2 Shift 3Operator 3.750 4.000Leader 4.000 5.000Supervisor 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

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

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effective date of new amount are always the start date of salary periode.Example:

Salary periode: 16/5 to 15/6Employee join date Year 2005: Emp A: 18/5, Emp B: 13/6, Emp C: 16/5Effective 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

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:

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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 6 – 9 month amount variable depend on company 9 – 12 month amount variable depend on company

11.2. THR

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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

No

Reason Separation 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 tenure, and remain on duty)

None None 1 time Equal with

UPMK (PKB

Verse 70)

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, 2 times 2 times 1 time None

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disability is not due to work accident

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

No


Reward of

Working Period (UPMK)

Entitlement Compensatio

n

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 time5 Company declares bankruptcy 1 time 1 time 1 time

c. Work relation termination by retirement

No



Entitlement Compensation

1 Employee reach age of retirement (does not joined pension fund program)


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.

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d. Work relation termination by disciplinary breachNo


Reward of

Working Period (UPMK)

Entitlemen

t Compensati

on

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

No



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

Note:

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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.3. Working period 2 < 3 years 3 months salary.4. Working period 3 < 4 years 4 months salary.5. Working period 4 < 5 years 5 months salary.6. Working period 5 < 6 years 6 months salary.7. Working period 6 < years 7 months salary.

12.3. Reward Money

The amount of reward is:1. Working period 3 < 6 years 2 months salary.2. Working period 6 < 9 years 3 months salary.3. Working period 9 < 12 years 4 months salary.4. Working period 12 < 15 years 5 months salary.5. Working period 15 < 18 years 6 months salary.6. Working period 18 < 21 years 7 months salary.7. Working period 21 < 24 years 8 months salary.8. Working period 24 < years 10 months salary.

13. LEAVE

Leave Type Rules Approval By

Annual Leave

1. Annual Leave Period is 1 April to 31 March.

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

Superior, supervisor or concerned manager.

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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

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 days9. 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

Unpaid leave (minimum 1 month or more) is not calculated in service yearIf employee resigns by particular reason (pregnancy or raising children below 5 years old then compensation calculation will be as follow :

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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, etcSupervisor Emp F, G, H, etcAdministrator 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.

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15. WORKFLOW

Workflow Type:

1. Overtime Requisition Flow2. Overtime Result Flow3. Leave Requisition Flow4. Shift Schedule Input Flow5. 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 Absent without information 3 days SP2 Absent without information 4 days SP3 Coming late 3 times in a month SP1

Validity of warning are: Teguran tertulis is 3 months SP1 is 6 months

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SP2 is 6 months SP3 is 6 months

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buss process model ver 1 d eng rev 1

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