MENTERI TENAGA KERJAREPUBLIK INDONE

MENTERI TENAGA KERJA
REPUBLIK INDONESIA
PERATURAN MENTERI TENGA KERJA R.I
NO.PER-04/MEN/1994
TENTANG
TUNJANGAN HARI RAYA KEAGAMAAN
BAGI PEKERJA DIPERUSAHAAN
MENTERI TENAGA KERJA
R.I.
Menimbang:
a. bahwa masyarakat Indonesia merupakan masyarakat
pemeluk agama yang setiap tahunnya merayakan, hari
raya keagamaan sesuai dengan agamanya masing-masing;
b.bahwa bagi pekerja untuk merayakan hari tersebut
memerlukan biaya tambahan ;
c.bahwa untuk merayakan hari Raya tersebut sudah
sewajarnya pengusaha memberikan Tunjangan Hari Raya
Keagamaan ;
d.bahwa untuk menciptakan ketenangan usaha, meningkatkan
kesejahteraan pekerja dan keseragaman mengenai
pemberian Tunjangan Hari Raya Keagamaan perlu
ditetapkan dengan Peraturan Menteri.
Mengingat: 1. Undang-Undang No.3 tahun 1951 tentang Pernyataan
berlakunya Undang-Undang Pengawasan Perburuhan tahun
1948 Nomor 23 dari Republik Indonesia untuk seluruh
Indonesia (Lembaran Negara tahun-1951 Nomor 4).
,
2. Undang-Undang Nomor 14 tahun 1969 tentang Ketentuan-
ketentuan Pokok mengenai Tenaga Kerja(Lembaran Negara
tahun 1969 No.55,Tambahan Lembaran Negara No.2912).
3. Keputusan Presiden RI No 96/M tahun 1993 tentang
Pembentukan Kabinet pembangunan VI.
M E M U T U S K A N :
Menetapkan : PERATURAN MENTERI TENAGA KERJA TENTANG TUNJANGAN
HARI RAYA KEAGAMAAN BAGI PEKERJA DI PERUSAHAAN.
Pasal 1
Dalam Peraturun Menteri ini yang dimaksud dengan:
a. Perusahaan adalah setiap bentuk usaha yang menpekerjakan pekerja
dengan tujuan mencari keuntungan atau tidak baik milik swasta
maupun milik Pemerintah
b. Pengusaha adalah :
1.
Orang, Persekutuan atau Badan Hukum yang menjalankan suatu
perusahaan milik sendiri
2.Orang, persekutuan atau badan hukum yang secara berdiri
sendiri menjalankan perusahaan bukan miliknya;
3. Orang, persekutuan atau badan hukum yang berada di Indonesia
mewakili perusahaan sebagaimana dimaksud pada angka 1 dan angka
2, yang berkedudukan di luar Indonesia.
c. Pekerja adalah tenaga kerja yang bekerja pada Pengusaha_dengan
menerima upah.
d. Tunjangan Hari Raya Keagamaan yang selanjutnya disebut THR, adalah
pendapatan pekerja yang wajib dibayarkan oleh Pengusaha kepada
pekerja atau keluarganya menjelang Hari Raya Keagamaan yang berupa
uang atau bentuk lain.
e. Hari Raya Keagamaan adalah Hari Raya Iedul Fitri bagi pekerja yang
beragama Islam, Hari Raya Natal bagi pekerja yang beragama Kristen
Katholik dan Protestan, Hari Raya Nyepi bagi pekerja yang beragama
Hindu dan Hari Raya Waisak bagi pekerja yang beragama Budha.
Pasal 2
1.
Pengusaha wajib memberikan T H R kepada pekerja yang telah
mempunyai masa kerja 3 bulan secara terus menerus atau lebih.
2. T H R sebagaimana dimaksud dalam ayat 1 diberikan satu kali
dalam satu tahun.
Pasal 3
1. Besarnya THR sebagaimana dimaksud dalam pasal 2 ayat 1 ditetapkan
sebagai berikut:
a.
pekerja yang telah mempunyai masa kerja 12 bulan secara terus
menerus atau lebih sebesar 1(satu) bulan upah.
b.
Pekerja yang mempunyai masa kerja 3 bulan secara terus menerus
tetapi kurang dari 12 bulan diberikan secara proporsional dengan
masa kerja yakni dengan perhitungan masa kerja/12 x 1(satu) bulan
upah .
2. Upah satu bulan sebagaimana dimaksud dalam ayat (1) adalah upah
pokok di tambah tunjangan-tunjangan tetap.
3. Dalam hal penetapan besarnya nilai THR menurut Kesepakatan Kerja
(KK), atau Peraturan Perusahaan (PP) atau Kesepakatan Kerja Bersama
(KKB) atau kebiasaan yang telah dilakukan lebih besar dari nilai
THR sebagaimana dimaksud dalam ayat (1) maka THR yang dibayarkan
kepada pekerja sesuai dengan Kesepakatan Kerja, Peraturan
Perusahaan, Kesepakatan Kerja Bersama atau kebiasaan yang telah
dilakukan.
Pasal 4
1. Pemberian THR sebagaimana dimaksud pasal 2 ayat (2)
disesuaikan dengan Hari Raya Keagamaan, masing-masing pekerja
kecuali kesepakatan pengusaha dan pekerja menentukan lain.
2. Pembayaran THR sebagaimana dimaksud dalam ayat (1) wajib
dibayarkan oleh pengusaha selambat-lambatnya 7 (tujuh) hari
sebelum Hari Raya Keagamaan.
Pasal 5
1. Dengan persetujuan pekerja, THR sebagaimana dimaksud dalam
pasal 3 sebagian dapat diberikan dalam bentuk lain kecuali
minuman keras, obat-obatan atau bahan obat-obatan, dengan
ketentuan nilainya tidak boleh melebihi 25% (dua puluh lima
persen) dari nilai THR yang seharusnya diterima.
2. Bentuk lain sebagaimana dimaksud dalam ayat (1) diberikan
bersamaan dengan pembayaran THR.
Pasal 6
1.
Pekerja yang putus hubungan kerjanya terhitung sejak waktu 30
(tiga puluh) hari sebelum jatuh tempo Hari Raya Keagamaan
berhak atas THR.
2. Ketentuan sebagaimana dimaksud dalam ayat (1) tidak berlaku
bagi pekerja dalam hubungan kerja untuk waktu tertentu yang
hubungan kerjanya berakhir sebelum jatuh tempo Hari Raya
Keagamaan.
3. Dalam hal pekerja dipindahkan ke perusahaan lain dengan masa
kerja berlanjut, maka pekerja berhak atas THR pada perusahaan
yang baru, apabila dari perusahaan yang lama, pekerja yang
bersangkutan belum mendapatkan THR.

Hasil (Inggris) 1:

SECRETARY OF LABORTHE REPUBLIC OF INDONESIA REGULATION OF THE MINISTER OF EMPLOYMENT TENGA R. I No. PER-04/MEN/1994 ABOUT RELIGIOUS FEAST DAY ALLOWANCES FOR THE WORKERS CONCERNED WITH SECRETARY OF LABOR SAFETY Weigh: a. that Indonesia is a community of communities religions which annually celebrates the, day religious feast in accordance with their religion respectively; b. that for workers to celebrate the day It requires an extra charge; c. that to celebrate the feast of the the employers provide reasonable Allowances Feast Religious; d. that to create peace of efforts, increase welfare workers and uniformity regarding granting Religious feast day Allowances need established by regulation of the Minister. Remember: 1. Act No. 3 of 1951 Statement the enactment of Labour Control Act of the year 1948 Number 23 from the Republic of Indonesia for the entire Indonesia (State Gazette No. 4-1951 years). , 2. Law No. 14 of 1969 of the provisionsPrincipal provisions concerning labor (State Gazette 1969 No. 55, State Gazette Supplementary No. 2913). 3. The decision of the President of the REPUBLIC of INDONESIA No. 96/M in 1993 about The formation of the sixth development Cabinet. M E M U T U S K A N: Setting: The REGULATION Of The MINISTER Of MANPOWER Of ALLOWANCES RELIGIOUS FEAST DAY FOR THE WORKERS IN THE COMPANY. Article 1 In the Peraturun the Minister this question with: a. the company is any form of business that menpekerjakan workers with the purpose of profit or not good belong to the private as well as Government-owned b. Employers are: 1.The person, association or legal entity that runs a the company's proprietary 2. a person, association or legal entity who is standing the company runs not his own; 3. a person, association or legal entity residing in Indonesia representing the company as referred to in number 1 and number 2, who is domiciled outside of Indonesia. c. Workers labor is working on Pengusaha_dengan receive wages. d. religious feast day Allowances hereafter THR, is the income of workers who are paid by Employers to the mandatory workers or their families ahead of a religious feast day in the form of money or other forms. e. Religious Feast is the feast of Fitr Iedul for workers who Muslim holy days, Christmas for Christian workers Catholic and Protestant, Nyepi holiday for workers who are Hinduism and the Vesak Day for workers who are Buddhist. Article 2 1.Employers required to provide T H R to workers who have have a working period of 3 months or more continuously. 2. T H R as referred to in paragraph 1 is granted once and in one year. Article 3 1. The magnitude of THR as referred to in article 2 paragraph 1 set as follows: a.workers who have had a working period of 12 months continuous shots or more in the amount of 1 (one) month wage. b.Workers who have a period of three months ' work continuously but less than 12 months are given proportionally with working period: with the calculation of the period of work/12 x 1 (one) month wages. 2. The wages of one month referred to in subsection (1) is a wage staple in Add alimony-alimony anyway. 3. In the event that the determination of the magnitude of the value of the Labor Agreement, according to THR (KK), or company regulations (PP) or joint work Agreement (KKB) or custom that has been made is greater than the value of the THR referred to in subsection (1) then the THR paid to the workers in accordance with the working Agreements, regulation The company, a joint Working Agreement or habitual do. Article 4 1. grant of THR referred to article 2 paragraph (2) adapted to the Religious Feasts, each worker unless the agreement of workers and employers determine the other. 2. Payment of THR referred to in subsection (1) is mandatory paid by employers of not later than 7 (seven) days before the religious holy day. Article 5 1. With the consent of the worker, THR referred to in Article 3 part can be given in any other form except booze, drugs or medicines, with a the terms value should not exceed 25% (twenty-five percent) of the value of the THR should be accepted. 2. Other forms referred to in subsection (1) is given bersamaan dengan pembayaran THR. Pasal 6 1.Pekerja yang putus hubungan kerjanya terhitung sejak waktu 30 (tiga puluh) hari sebelum jatuh tempo Hari Raya Keagamaan berhak atas THR. 2. Ketentuan sebagaimana dimaksud dalam ayat (1) tidak berlaku bagi pekerja dalam hubungan kerja untuk waktu tertentu yang hubungan kerjanya berakhir sebelum jatuh tempo Hari Raya Keagamaan. 3. Dalam hal pekerja dipindahkan ke perusahaan lain dengan masa kerja berlanjut, maka pekerja berhak atas THR pada perusahaan yang baru, apabila dari perusahaan yang lama, pekerja yang bersangkutan belum mendapatkan THR.

Hasil (Inggris) 2:

LABOUR MINISTER
OF THE REPUBLIC OF INDONESIA
MINISTER OF WORK Tenga RI
NO.PER-04 / MEN / 1994
CONCERNING THE
BENEFIT OF RELIGIOUS HOLIDAY
EMPLOYEES COMPANY
OF THE MINISTER OF MANPOWER
RI
Considering:
a. Indonesian society is a society that
believers who annually celebrate, day
religious holiday in accordance with their respective religions;
b.bahwa for workers to celebrate these days
require an additional fee;
c.bahwa to celebrate the feast day has been
duly businessman giving Allowance
Religious;
d.bahwa to create peace efforts, improving
the welfare of workers and uniformity regarding
the provision of religious holiday allowance needs to be
determined by regulation.
In view of: 1. Law No. 3 of 1951 regarding the
enactment of the Labor Inspection Act of
1948 Number 23 of the Republic of Indonesia throughout
Indonesia (State Gazette of the year-1951 Number
4).,
2. Law No. 14 of 1969 concerning Provisions
Basic Principles on Manpower (State Gazette
1969 55, State Gazette No.2912).
3. Presidential Decree No. 96 / M of 1993 on the
Establishment of the Cabinet building VI.
DECIDED:
REGULATION OF THE MINISTER OF LABOR OF THE ALLOWANCE
HOLIDAY FOR RELIGIOUS WORKERS IN THE COMPANY.
Article 1
In this Ministerial Peraturun with:
a. The Company is any establishment that menpekerjakan workers
with the purpose of profit or not either private
or government-owned
b. Employers are:
1.
People, Guild or legal entity that operates a
self-owned enterprise
2.Orang, association or legal entity that independently
operates an enterprise is not his;
3. Person, partnership or legal entity located in Indonesia
representing the company as referred to in number 1 and number
2, which is domiciled outside Indonesia.
C. Workers are workers who work on Pengusaha_dengan
receive wages.
D. Religious holiday allowance, hereinafter referred THR, is
the income of workers who must be paid by the entrepreneur to the
worker or his family before the religious holiday in the form
of money or other forms.
E. Religious feast day is the feast of Eid al-Fitr for workers who
are Muslim, Christmas Day for workers who are Christian
Catholics and Protestants, Nyepi for workers who are
Hindu and Waisak for workers Buddhist.
Article 2
1.
Employers are obliged THR provide to workers who have
had a working period of 3 months continuously or more.
2. THR referred to in paragraph 1 is given once
a year.
Article 3
1. The amount THR referred to in Article 2 paragraph 1 are set
as follows:
a.
Workers who already have a working life of 12 months continuously
continuously or in excess of 1 (one) months wages.
b.
Workers who have a service life of 3 months continuously
but less than 12 months are given in proportion to the
period of employment is by calculating tenure / 12 x 1 (one) month
wages.
2. Wages one month referred to in subsection (1) is the wage of
principal plus fixed allowances.
3. In the case of the determination of the value of THR according to Labor Agreement
(KK), or the Company Regulations (PP) or the Collective Labour Agreement
(CLA) or a habit that has been done is greater than the value of
THR referred to in paragraph (1), the THR paid
to workers in accordance by Work Agreements, Rules
of the Company, the Collective Labour Agreement or habits that have been
carried out.
Article 4
1. Giving THR referred to Article 2 paragraph (2)
adjusted to the religious holiday, each worker
unless the agreement of employers and workers decides otherwise.
2. THR payment referred to in paragraph (1) shall
be paid by the employer no later than 7 (seven) days
before the religious holiday.
Article 5
1. With the consent of workers, THR as defined in
Article 3 portion can be provided in any other form except
liquor, drugs or pharmaceuticals, with
the provisions of its value should not exceed 25% (twenty five
percent) of the value of THR that should be accepted.
2. Other forms referred to in paragraph (1) shall be provided
in conjunction with THR payment.
Article 6
1.
Workers who broke his working relationship starting from 30
(thirty) days prior to the maturity religious holiday
is entitled to THR.
2. The provisions referred to in subsection (1) does not apply
to workers in the employment relationship for a specified time
employment relationship ends before the due Feast of
Religious.
3. In the case of the workers transferred to other companies with past
work continues, then the worker is entitled to THR on the
company's new, if from the old company, the workers
concerned have not received THR.