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Indonesia - Compensation & Benefit Legislation

CAPITAL

Jakarta

 

CLIMATE

Tropical climate; hot and humid, but more moderate in the highlands.

 

LANGUAGES

Bahasa Indonesia (official, modified form of Malay), English, Dutch, and local dialects, the most widely spoken of which is Javanese.

 

LEGAL SYSTEM

Indonesia’s legal system is based on Roman-Dutch law, but has been substantially modified by indigenous concepts and by new criminal procedures code. Indonesia has not accepted compulsory ICJ jurisdiction.

 

CURRENCY

Indonesian Rupiah (1 USD = 9,430.00 IDR as of April 15, 2002).

 

INDONESIA - COST-OF-LIVING

ERI's Relocation Assessor is a recommended source for cost-of-living data.

 

INDONESIA - EMBASSY/CONSULATES

U. S. Embassy at Jakarta

J1. Merdeka Selatan 4-5

Jakarta, Indonesia

Telephone: [62] (21) 3435-9000

Fax: [62] (21) 385-7189

http://www.usembassyjakarta.org/

 

Embassy of the Republic of Indonesia at Washington D.C.

2020 Massachusetts Avenue N.W.

Washington D.C. 20036

Telephone: (202) 775-5200

Fax: (202) 775-5365

 

INDONESIA - HOLIDAYS

 

INDONESIA – LEAVE

Maternity Leave: Three months – 100% of pay (paid by employer).

 

INDONESIA - MINIMUM AGE

Labor law prohibits children under the age of 15 from working more than 4 hours per day. The law prohibits children from working in hazardous sectors, including maritime, plantation, construction, slaughterhouse, textile, leatherworking, entertainment, and manufacturing activities involving the use of hazardous materials and pollutants.

 

(Section 6.d. Acceptable Conditions of Work, Indonesia – Report of Human Rights Practices, 2001, U.S. Department of State.

 

INDONESIA - MINIMUM REMUNERATION

There is no national minimum wage. Rather, area wage councils working under the supervision of the National Wage Council establish minimum wages for regions and basic needs figures for each province--a monetary amount considered sufficient to enable a single worker to meet the basic needs of nutrition, clothing, and shelter. However, the minimum wage set by these councils, does not provide a decent standard of living for a worker and family. After the minimum wage increases in April 2000, the monthly minimum wage in Jakarta was Rp. 407,394 (approximately $39), which is equal to 81 percent of the government-determined minimum living need for a single person, and down from 95 percent in 1997. On November 2, 2001, the Governor of Jakarta enforced a 38 percent increase in the monthly minimum wage to $55, effective January 2002. The average national minimum wage is Rp. 230,000 (approximately $24) per month, although wages in the most heavily populated urban areas (Jakarta area, West Java, East Java, and North Sumatra), are significantly higher.

 

Labor law and ministerial regulations provide workers with a variety of other benefits, such as social security, and workers in more modern facilities often receive health benefits, free meals, and transportation.

 

(Section 6.e. Acceptable Conditions of Work, Indonesia – Report of Human Rights Practices, 2001, U.S. Department of State.)

 

INDONESIA - REMUNERATION

ERI's Geographic and Salary Assessors are recommended sources for international remuneration covering 189 countries.

 

INDONESIA - REPORT OF HUMAN RIGHTS PRACTICES (2001, U.S. DEPARTMENT OF STATE)

Section 6 Worker Rights

 

a. The Right of Association

 

The law provides that 10 or more workers have the right to form a union. Union membership must be open to all regardless of political affiliation, religion, ethnicity, or gender. Private sector workers are by law free to form worker organizations without prior authorization, and unions may draw up their own constitutions and rules and elect their representatives. In addition the law provides that union dues must finance union activities, but does not indicate how dues should be collected or whether management has a role in collecting dues.

 

Employers criticize the act's provision permitting any 10 workers to form a union. Employers claim that this provision encourages the creation of too many unions, which they say complicates collective bargaining and increases the possibility of strikes.

 

Under the law and registration regulations, more than 20 new or previously unrecognized union federations have notified the Department of Manpower of their existence since 1998, and thousands of workplace-level units have registered with the Department of Manpower, although some unions have complained of difficulty in registering their workplace units.

 

The Federation of All-Indonesian Trade Unions (SPSI), which was formed by the merger (under the Government's direction) of labor organizations in 1973, is the oldest trade union organization. The head of the SPSI and many members of the executive council also are members of the Golkar political organization and its constituent functional groups. The Department of Manpower, whose minister is the leader of the SPSI, does not intervene in organizational disputes within trade unions nor provides guidance to any unions.

 

The law allows the Government to petition the courts to dissolve a union if its basis conflicts with Pancasila or the 1945 constitution, or if a union's leaders or members, in the name of the union, commit crimes against the security of the State and are sentenced to at least 5 years in prison. Once a union is dissolved, its leaders and members may not form another union for at least 3 years after the original union's dissolution.

 

The law does not address the adjudication of jurisdictional disputes among multiple unions in a workplace, and existing laws and regulations do not provide clear guidance on how jurisdictional disputes should be handled. Such ambiguity occasionally has led to clashes between unions in a workplace.

 

Since 1999 civil servants have not been required to belong to KORPRI, a nonunion association. Employees of several government departments announced that they would form their own employee associations, and union organizations began to seek members among civil servants. Unions also are seeking to organize state-owned enterprise (SOE) employees, defined to include those working in enterprises in which the State has at least 5-percent ownership, although they have encountered some resistance from enterprise management, and the legal basis for registering unions in SOE's remains unclear. Teachers must belong to the Teachers' Association (PGRI). While technically classified as a union, the PGRI continues to function more as a welfare organization and does not appear to have engaged in trade union activities such as collective bargaining. Some groups of teachers have formed unofficial unions outside the PGRI. Other teachers have gone on strike for better wages and allowances, a rare and technically illegal action for teachers. For instance, in September public school teachers in Atambua, Lampung, Bandung, Banjarmasin, Gorontalo, went on strike over back pay owed to them. The central Government claimed that it had allocated funds for back pay to regional administrations as part of the new autonomy law, but several local administrations claimed that they never received the funds. Mandatory PGRI contributions are deducted automatically from teachers' salaries.

 

A regulation requires that police be notified of all meetings of five or more persons of all organizations outside offices or normal work sites. The regulation applies to union meetings. The police periodically show up uninvited at labor seminars and union meetings, which can have an intimidating effect.

 

All organized workers except civil servants have the legal right to strike. State enterprise employees and teachers rarely exercise this right, but private sector strikes are frequent. Before a strike legally may occur in the private sector, the law requires intensive mediation by the Department of Manpower and prior notice of the intent to strike; however, no approval is required. In practice dispute settlement procedures rarely are followed, and formal notice of the intent to strike rarely is given, because Department of Manpower procedures are slow and have little credibility among workers. Therefore, sudden strikes usually result from longstanding grievances, attempts by employers to prevent the formation of union branches, or denial of legally mandated benefits or rights.

 

Strikes frequently occurred during the year across a wide range of industries and occasionally were protracted. A series of strikes affecting a number of cities, including Bandung, Gresik, and Surabaya, occurred in June over the repeal of Manpower Ministry Decree 150 on severance pay. A number of factories in Bandung were damaged by strikers. In July and October, 9,000 workers at state aircraft manufacturer P.T. Dirgantara Indonesia went on strike to protest the firing of the chairman and secretary of their union and demanded threefold salary increases. The managing director said that the two officials were fired for organizing a series of demonstrations and strikes. Union leaders met with the Manpower Minister in October and December and the parties agreed to a gradual increase in basic pay as a proportion of the take home pay. Labor activist Ngadinah, an employee of a company that produces shoes, was acquitted on August 30 charges that she committed violence against the authorities, and of offensive, violent, or unpleasant conduct. According to the complaint filed by her employer, P.T. Panarub, she helped 8,000 workers stage a massive strike for better wages from September 8 to 11, 2000. Prior to the trial, she was detained for 2 weeks and harassed by the State Minister.

 

Most strikes were conducted and resolved peacefully; however, some strikes became violent and persons were killed. On March 29, 2 strikers were killed and 10 others injured when mobs attacked a car upholstery company. Military officers inside the compound and police near the upholstery factory did not intervene.

 

Some unions claimed that strike leaders were singled out for layoffs when companies downsized. In several cases workers damaged property and intimidated nonstriking workers, and there were disputes among different unions represented in the same company. In most cases, workers were not arrested for these actions. Groups claiming to represent labor also at times resorted to violence. For example, in September thousands of teachers in Bandar Lampung, who tried to enter the office of the mayor, clashed with security forces.

 

The SPSI maintains international contacts but its only international trade union affiliation as a federation is with the Association of Southeast Asian Nations Trade Union Council. Some of the SPSI's federated unions are members of international trade secretariats. The SBSI is affiliated with the World Confederation of Labor and some international trade union secretariats.

 

b. The Right to Organize and Bargain Collectively

 

Collective bargaining is provided for by law, and the Department of Manpower promotes it within the context of the national ideology, Pancasila. Until 1994 only recognized trade unions--the SPSI and its components--could engage legally in collective bargaining. By issuing new regulations on union registration and enacting the trade union law, the Government allows for new workers' organizations that register with the Government to conclude legally binding agreements with employers. The act stipulates that if there is more than one union in a company negotiating a collective work agreement, the agreement that gains the support of more than half of the total number of workers in the company would apply to all the workers in the company. If the agreement does not have the support of more than half of the total workers, it would only apply to those who support it.

 

In companies without unions, the Government discourages workers from utilizing nongovernment outside assistance, such as, during consultations with employers over company regulations. Instead, the Department of Manpower prefers that workers seek its assistance and states that its role is to protect workers. However, there are credible reports that for many companies, consultations are perfunctory at best and usually only occur with management-selected workers; however, there also are credible reports to the contrary from foreign companies. According to government statistics, approximately 80 percent of the factory-level SPSI units have collective bargaining agreements. The degree to which these agreements are negotiated freely between unions and management without government interference varies. By regulation negotiations must be concluded within 30 days or be submitted to the Department of Manpower for mediation and conciliation or arbitration. Most negotiations are concluded within the 30-day period. Agreements are for 2 years and can be extended for 1 year.

 

According to NGO's involved in labor issues, in practice the provisions of collective bargaining agreements rarely go beyond the legal minimum standards established by the Government, and the agreements often merely are presented to worker representatives for signature rather than negotiation. Although government regulations prohibit employers from discriminating against or harassing employees because of union membership, there are credible reports from union officials of employer retribution against union organizers, including firing workers, that is not prevented effectively or remedied in practice. Some employers reportedly have warned their employees against contact with union organizers. According to a November ILO interim report, management at the Shangri-La Hotel violated the principles of freedom of association when it dismissed 580 members of the Independent Worker's Union (SPMS) for striking in December 2000. The ILO report criticized the Government's overnight detention of 20 SPMS members in December 2000 for occupying the hotel lobby during the strike, and characterized the detention as "an obstacle to the exercise of trade union rights." In 2000 the SPSI documented 135 cases in which companies violated their workers' right to organize by intimidating, punishing, or firing SBSI members because of their affiliation with the union or because they attempted to organize SBSI units within their factories--a problem other labor organizations and activists have encountered in trying to form unions. In November 2000, police in East Kalimantan arrested Wuaya Kawilarang, a regional coordinator for the SBSI, for investigation of charges that he incited workers to violence. He was sentenced to 7 months' imprisonment and released during the year.

 

Regional and national labor dispute resolution committees adjudicate charges of antiunion discrimination, and their decisions may be appealed to the State Administrative Court. However, due to adverse decisions many union members believe that the dispute resolution committees generally favor employers. As a result, workers frequently present their grievances directly to the National Human Rights Commission, Parliament, and NGO's. Administrative decisions in favor of dismissed workers usually are monetary awards; workers rarely are reinstated. The law requires that employers obtain the approval of the labor dispute resolution committee before firing workers, but the law often is ignored in practice. A Manpower Bill under consideration during the year does not specify that management and the union or concerned worker must reach a consensus before a worker may be dismissed, and does not address government involvement, except to note that efforts to prevent termination would be determined by Ministerial Decree.

 

Since 1996 unions affiliated with the SPSI have been able to collect union dues directly through payroll deductions (the "checkoff" system) rather than having the Department of Manpower collect dues and transfer them to the SPSI. Implementation of this system remains uneven, but labor observers generally believe that it has given more authority to factory-level union units in which the checkoff system is practiced. Union officials at SPSI headquarters stated that not all local branches of the unions send a portion of dues collected to regional and central headquarters, as provided in the SPSI's bylaws. Unions other than the SPSI have alleged difficulties in getting companies to set up a checkoff system for their members. Unions report that on many occasions companies automatically deduct union dues for the SPSI from workers affiliated with other unions.

 

The police and the army continue to be involved in labor matters, although since the mid-1990's there has been a shift from open intervention and demonstrations of force by uniformed troops to less visible measures. On at least two occasions, security forces fired on striking workers in 2000 (see Section 6.a.). However, the most common form of military involvement in labor matters, according to union and NGO representatives, is a longstanding pattern of collusion between police and military personnel and employers, which usually takes the form of intimidation of workers by security personnel in civilian dress, or by youth gangs. The military also employs baiting tactics: infiltrating workers' ranks and encouraging protests or worker actions, and in some cases attempting to provoke a violent worker action, to which the military then forcefully responds. Employer and union representatives also have alleged "invisible costs" of corruption, which they and others estimate constitute up to 30 percent of a company's expenses. On June 8, individuals allegedly belonging to an Islamic organization ransacked the Asia Pacific Labor Solidarity Conference on Neoliberalism at Sawangan, Depok, West Java and reportedly injured some of the Indonesian participants. Police did not intervene to assist the participants, but instead broke up the conference and detained 2 local labor activists and 32 foreigners for questioning regarding possible immigration violations. Police claim that the foreigners had entered on visitor visas; however, this was inconsistent with the activities the police were conducting at the time. All those detained were released June 9, after immigration authorities examined their case.

 

On June 13, a mob of about 150 persons connected to the Golkar Party disrupted a ACILS workshop on grievance-handling in Samarinda, East Kalimantan. ACILS' Indonesian program officer was punched and kicked while trying to leave the hotel where the seminar was held. According to reliable sources, the mob arrived in military trucks, along with four police officer escorts. The police managed to stop the mob before they reached the conference room. However, police declined to take action against the perpetrators.

 

There are seven exporting processing zones (EPZ's) in the country. Batam Island, near Singapore, is the largest. Labor law applies in EPZ's and in the rest of the country, although nongovernmental observers believe that in practice enforcement of laws in EPZ's is weaker than in other areas.

 

c. Prohibition of Forced or Compulsory Labor

 

The law prohibits forced labor and the Government generally enforces this prohibition. The law also prohibits forced and bonded labor by children; however, the Government does not enforce this provision effectively, and forced and bonded labor by children is a problem. There also were instances of debt bondage of adults. According to the National Child Protection Commission, there are 1.6 million children between the ages of 10 and 14 forced to work, allegedly for of economic reasons. NGO's have estimated that as many as 3,000 once children worked on fishing platforms, known as "jermals," under inhumane and dangerous conditions; however, the number of children working on jermals has gone down. Most children work on jermals recruited from farming communities in inland regions and once they arrive at the work site, miles offshore, they are held as virtual prisoners and are not permitted to leave for at least 3 months or until a replacement worker can be found. They live in isolation on the sea on platforms the size of basketball courts, work 12 to 20 hours per day in dangerous conditions, and sleep in the workspace with no access to sanitary facilities or schooling. There are reports of physical, verbal, and sexual abuse of such children. The law prohibits the hiring of persons under the age of 14 on fishing platforms. Jermals operate under the paid protection of national naval vessels; the navy reportedly has a financial interest in some jermals.

 

According to the ILO, the number of jermals off North Sumatra has fallen to fewer than 200 due to the combined impact of destruction due to poor construction and the impact of NGO child protection projects. About one third of these jermals have child laborers. In 1999 the Government stopped issuing permits to build new jermals, and announced plans to remove children physically from the jermals and provide them with educational and economic alternatives. Unfortunately, many of the children who used to work on jermals have founds jobs in dangerous condition in agriculture, according to the ILO.

 

In East Kalimantan a logging company reportedly traps Dayak laborers in a cycle of debt and turns them into bonded laborers.

 

The country is a source, transit point, and destination for trafficking in women and children, in some cases for forced labor.

 

d. Status of Child Labor Practices and Minimum Age for Employment

 

Labor law prohibits children under the age of 15 from working more than 4 hours per day, but an estimated 6 to 8 million children meet or exceed this daily limit. The law prohibits children from working in hazardous sectors, including maritime, plantation, construction, slaughterhouse, textile, leatherworking, entertainment, and manufacturing activities involving the use of hazardous materials and pollutants. Government enforcement of child labor laws is weak or nonexistent. There were no significant government efforts to strengthen enforcement during the year.

 

Despite legislative and regulatory measures, most children continued to work in unregulated environments, including domestic work. Although the ILO has sponsored training of labor inspectors on child labor matters under the International Program on the Elimination of Child Labor (IPEC), enforcement is weak or nonexistent. During the year, labor inspectors who had received the training had not removed any children from the workplace. According to Manpower Ministry officials, only 30 inspectors received child labor training during the year and with regional autonomy implemented in 2000, labor inspections fell under the jurisdiction of local governments, which did not train any child labor experts during the year.

 

The Government acknowledges that there is a class of children who must work for socioeconomic reasons, and in 1987 the Minister of Manpower issued a regulation on "Protection of Children Forced to Work." The regulation legalized the employment of children under the age of 14 who must work to contribute to the income of their families. It requires parental consent, prohibits dangerous or difficult work, limits work to 4 hours daily, and requires employers to report the number of children working under its provisions. It did not set a minimum age for children in this category.

 

According to the Department of Manpower, the number of working children increased from approximately 2 million before the economic downturn began in 1997 to an estimated 2.5 million by mid-1999. The State Bureau of Statistics (BPS) stated that 1.9 million children through age 14 were working in 1998. The ILO and the NGO World Vision argued that official estimates were too low, citing the fact that between 11 and 12 million school-age children (up to age 18) were not attending school, and a large number likely were involved in some form of work. The ILO estimated that between 6 and 8 million children worked, and over 3.4 million children work 10 hours of more per week. World Vision estimated that there were 6.5 million children working. Of these 6.5 million children, 4.1 million worked in the informal sector, and 2.4 million worked in the formal sectors. Other NGO's estimate that more than 10 percent of children worked more than 4 hours per day, and that over 35 percent of these children worked over 35 hours per week. Other NGO's estimate that 8.5 million school-age children are not enrolled in school and most are employed in the underground economy with no legal protection and poor compensation.

 

It is estimated that more children work in the informal sector than the formal sector, selling newspapers, shining shoes, helping to park or watch cars, and otherwise earning money. In cases in which children work in the formal sector, such work tends to fall between the informal and formal economies, including working alongside their parents in home enterprises and on plantations, and in family-owned shops and small factories, particularly those that are satellites of large industries. There are children working in large factories; however, the number is unknown, largely because documents verifying age are falsified easily. Some employers hire children because they are easier than adults to manage and less likely to organize or make demands on employers. Children working in factories usually work the same number of hours as adults. Children work in the rattan and wood furniture industries, the garment industry, the footwear industry, food processing, toy-making, and small mining operations, and other industries.

 

Other children, mostly girls, serve as live-in domestic servants. Many begin working when they are between 14 and 16 years old. Although accurate figures are unavailable, it is estimated that the number of child domestic workers is in the millions. Observers agree that this number began increasing in 1998 as a result of the economic downturn. One study conducted by Atma Jaya University in Jakarta estimated that there were at least 400,000 children under age 15 working as domestic servants in Jakarta alone. Most of them are not allowed to study or take academic courses. There are no regulations protecting domestic workers. These children work long hours, receive low pay, are on call 24 hours per day, generally are unaware of their rights, and often are far from their families.

 

Children are involved in a variety of hazardous work activities. In addition to those working on fishing platforms, children perform piece work in small shoe factories (bengkels) where they are exposed to hazardous bleaches and glues. Thousands of other children work on rubber, sugarcane, tobacco, cocoa, and coffee plantations, often helping their parents meet stiff production quotas. Many companies employing adults condone the practice of children assisting their parents in the fields. Other children are employed in construction work, quarrying, gold and other types of mining, pearl diving, and forestry activities, many of which pose serious hazards. In 2000 the ILO called on the Government to stop the employment of up to 3,000 children in Central Kalimantan in gold mining. The media reported the use of mercury in Central Kalimantan gold mining, underscoring the danger posed to these children.

 

Some children work as scavengers in dumpsites. In the Bantar Gebang dumpsite in Bekasi (south of Jakarta), an NGO working with children there estimates that as many as 550 children ages 7 to 15 work at the dump to help their parents. Approximetely 74 percent of the children are under age 12. Children work long hours in extremely unsanitary conditions. Almost all of the children have health problems. In one survey, 84 percent of the children suffered from minor infections. NGO's have ongoing programs to teach children to avoid hazardous waste such as syringes and other potentially toxic waste.

 

It is believed that thousands of Muslim and Christian adolescent children in Maluku province have become soldiers and that younger children provide support services to the militas.

 

The country is a source, destination, and transit point for trafficking in children (see Section 6.f.).

 

The President issued a decree providing for the formation of a National Action Committee to Eliminate the Worst Forms of Child

 

Labor. The Committee met once in September. The Government prohibits forced and bonded labor by children, but does not enforce this provision effectively.

 

e. Acceptable Conditions of Work

 

There is no national minimum wage. Rather, area wage councils working under the supervision of the National Wage Council establish minimum wages for regions and basic needs figures for each province--a monetary amount considered sufficient to enable a single worker to meet the basic needs of nutrition, clothing, and shelter. However, the minimum wage set by these councils, does not provide a decent standard of living for a worker and family. After the minimum wage increases in April 2000, the monthly minimum wage in Jakarta was approximately $39 (Rp. 407,394), which is equal to 81 percent of the government-determined minimum living need for a single person, and down from 95 percent in 1997. On November 2, the Governor of Jakarta enforced a 38 percent increase in the monthly minimum wage to $55, effective January 2002. The average national minimum wage is approximately $24 per month (Rp. 230,000), although wages in the most heavily populated urban areas (Jakarta area, West Java, East Java, and North Sumatra), are significantly higher.

 

Labor law and ministerial regulations provide workers with a variety of other benefits, such as social security, and workers in more modern facilities often receive health benefits, free meals, and transportation.

 

The law establishes 7- or 8-hour workdays and a 40-hour workweek, with one 30-minute rest period for every 4 hours of work. Nevertheless, enforcement of minimum wage and other labor regulations remains inadequate, and sanctions are light.

 

The law also requires 1 day of rest weekly. The daily overtime rate is 1.5 times the normal hourly rate for the first hour and 2 times the hourly rate for additional overtime. Regulations allow employers to deviate from the normal work hours upon request to the Minister of Manpower and with the consent of the employee. Workers in industries that produce retail goods for export frequently work overtime to fulfill contract quotas. Observance of laws regulating benefits and labor standards varies between sectors and regions. Employer violations of legal requirements are fairly common and often result in strikes and employee protests. The Department of Manpower continues publicly to urge employers to comply with the law. However, in general, government enforcement and supervision of labor standards are weak.

 

Both law and regulations provide for minimum standards of industrial health and safety. Companies with more than 100 employees may obtain public recognition of their compliance with safety and health standards through a safety audit procedure. In the largely Western-operated oil sector, safety and health programs function reasonably well. However, in the country's 100,000 larger registered companies outside the oil sector, the quality of occupational health and safety programs varies greatly. The enforcement of health and safety standards is hampered severely by the limited number of qualified Department of Manpower inspectors, as well as by the low level of employee appreciation for sound health and safety practices. Allegations of corruption on the part of inspectors are common. Workers are obligated to report hazardous working conditions. Employers are forbidden by law from retaliating against those who do report, but the law is not enforced effectively. As a result, workers who remove themselves from hazardous working conditions may risk loss of employment.

 

f. Trafficking in Persons

 

The law prohibits trafficking in persons; however, trafficking in persons is a serious problem. The country is a source, transit point, and destination for trafficking in persons for the purpose of prostitution and in some for forced labor. There are no government statistics on the number of persons trafficked; however, the Indonesian Women's Coalition for Justice and Democracy, a leading NGO advocating for antitrafficking legislation, believes that as many as 400,000 Indonesian women and children are trafficked each year. The ILO estimates that 21,000 children are working as prostitutes in the country.

 

INDONESIA - SOCIAL SECURITY

Social Security Office of International Programs:

 

http://www.ssa.gov/SSA_Home.html

 

INDONESIA - STANDARD WORKWEEK

The law establishes 7- or 8-hour workdays and a 40-hour workweek, with one 30-minute rest period for every 4 hours of work. The law also requires 1 day of rest weekly. The daily overtime rate is 1.5 times the normal hourly rate for the first hour and 2 times the hourly rate for additional overtime.

 

(Section 6.e. Acceptable Conditions of Work, Indonesia – Report of Human Rights Practices, 2001, U.S. Department of State.)