Governance And Remuneration Questioned, MRT Workers Bite Fingers

Officers treated the MRT series at the Lebak Bulus MRT Depot, Jakarta. (Photo: Doc. ANTARA)

JAKARTA - Remuneration is a reward given by the company to employees as a form of repayment for their contributions and work.

This reward can be in the form of salaries, bonuses, commissions or other forms that are considered as a form of appreciation for employee achievements.

However, the annual wage policy by the management of PT MRT Jakarta has again drawn the spotlight.

The reason is that the increase in workers' wages every year is considered not in line with the applicable legal provisions, and is even suspected of betraying the spirit of the Constitutional Court's Decision (MK) regarding the protection of labor rights.

Based on Article 90A of Law No. 13 of 2003, it explains that wages above the minimum wage are determined based on an agreement between Employers and Workers/Laborers in the Company.

Meanwhile, based on Article 81 number 33 in Law no. 6 of 2023: Article 92 paragraph (1) reads that Entrepreneurs are required to develop a structure and scale of Wages in Companies by taking into account the company's capabilities and productivity.

"Remuneration has not been adjusted for six years, for example, operational services (jasop) and machinist kilometer money at operational and maintenance requirements and including food allowances, transportation, communication at other directorates," said Chairman of the Jakarta MRT Workers Union Ali Alhakim.

He said, PT MRT Jakarta only exhibited magnificent celebrations, while the welfare of workers was even prioritized.

In addition, said Ali, there were several other problems at PT MRT Jakarta that made employees nervous. All of these are:

1. Pancasila Industrial Relations that are less harmonious2. Unsuitable structure and scale of wages3. The mechanism for determining employee wages is not in accordance with Article 90A No.6 of 20234. Relationship with stakeholders that are less harmonious 5. The delay of promotion and class to employees that are already feasible