http://www.belajarhr.blogspot.com/: Re: [Diskusi HRD Forum] Waktu & Jam Kerja Lembur (TKS & MORE)

Dear pak Gabe,

Mohon ijin menyampaikan sedikit klarifikasi.

Sepanjang yg saya tahu bahwa salah satu esensi dari Surat Edaran Dirjen Binawas No. SE-2/M/BW/1987 menyatakan bahwa pekerja STAF TIDAK BERHAK UPAH lembur, meskipun Staf bekerja lembur.
Sedangkan dalam diskusi ini yg saya "tangkap" lebih kepada waktu dan jam kerja lemburnya BUKAN upah lemburnya, sehingga saya kira solusinya bukanlah dgn menyampaikan adanya SE Dirjen Binawas tsb, namun lebih kepada perlunya penambahan orang dan/atau dibuatkan regu bergilir agar WAKTU dan JAM kerjanya tidak melebihi ketentuan perUUan.
Mohon dikoreksi bila saya salah.

Salam,
sbarkah

--- In Diskusi-HRD@yahoogroups.com, "Gabe S. Trisunjata" <y6g2002@...> wrote:
>
> Rekan HRDF's,
> Â
> a. Saya lampirkan pekerja staff yang dapat digolongkan tidak berhak upah lembur.
> b. Sebagai pelengkap wawasan "mereka yang exempt" di A.S. telah diatur lebih baik daripada di Indonesia. Silahkan search "exempt employee".
> c. Di bawah ini iinfo tambahan yang sempat saya kumpulkan:
> Â
> SIAPAKAH PEKERJA STAF YANG DIBEBASKAN DARI KEWAJIBAN PEMBAYARAN UPAH LEMBUR?
> a. Di Indonesia:
> Â Â Lihat Surat Edaran No. SE-2/M/BW/1987 ttg Pengertian Daerah Terpencil, danÂ Pekerja Staf
> Â Â Lihat Psl 77 UU No. 13/2003:
> Â Â Lihat Psl KepMen Kep.102/MEN/VI/2004, Pasal 5:
> Â Â "Perhitungan upah kerja lembur berlaku bagi semua perusahaan, kecuali bagi perusahaan pada sektor usaha tertentu atau pekerjaaan tertentu sebagaimana dimaksud dalam Pasal 2."
> "Pasal 2 (Kep.102/MEN/VI/2004)
> (1) Pengaturan waktu kerja lembur berlaku untuk semua perusahaan, kecuali bagi perusahaan pada sektor usaha tertentu atau pekerjaan tertentu.
> (2) Perusahaan pada sektor usaha tertentu atau pekerjaan tertentu sebagaimana dimaksud dalam ayat (1) diatur tersendiri dengan Keputusan Menteri.
> Pasal 3
> (1) Waktu kerja lembur hanya dapat dilakukan paling banyak 3 (tiga) jam dalam 1 (satu) hari dan 14 (empat belas) jam dalam 1 (satu) minggu.
> (2) Ketentuan waktu kerja lembur sebagaimana dimaksud dalam ayat (1) tidak termasuk kerja lembur yang dilakukan pada waktu istirahat mingguan atau hari libur resmi.
> Pasal 4
> (1) Pengusaha yang mempekerjakan pekerja/buruh melebihi waktu kerja, wajib membayar upah lembur.
> (2) Bagi pekerja/buruh yang termasuk dalam golongan jabatan tertentu, tidak berhak atas upah kerja lembur sebagaimana dimaksud dalam ayat (1), dengan ketentuan mendapat upah yang lebih tinggi.
> (3) Yang termasuk dalam golongan jabatan tertentu sebagaimana dimaksud dalam ayat (2) adalah mereka yang memiliki tanggung jawab sebagai pemikir, perencana, pelaksana dan pengendali jalannya perusahaan yang waktu kerjanya tidak dapat dibatasi menurut waktu kerja yangÂ Â Â Â ditetapkan perusahaan sesuai dengan peraturan perundang-undangan yang berlaku.
> Pasal 5
> Perhitungan upah kerja lembur berlaku bagi semua perusahaan, kecuali bagi perusahaan pada sektor usaha tertentu atau pekerjaaan tertentu sebagaimana
> dimaksud dalam Pasal 2."
> Rujukan dari UU No. 13/2003 ttg Ketenagakerjaan:
> Pasal 77
> (1) Setiap pengusaha wajib melaksanakan ketentuan waktu kerja.
> (2) Waktu kerja sebagaimana dimaksud pada ayat (1) meliputi:
> a. 7 (tujuh) jam 1 (satu) hari dan 40 (empat puluh) jam 1 (satu) minggu untuk 6 (enam) hari kerja dalam 1 (satu) minggu; atau
> b. 8 (delapan) jam 1 (satu) hari dan 40 (empat puluh) jam 1 (satu) minggu untuk 5 (lima) hari kerja dalam 1 (satu) minggu.
> (3) Ketentuan waktu kerja sebagaimana dimaksud pada ayat (2) tidak berlaku bagi sektor usaha atau pekerjaan tertentu.
> (4) Ketentuan mengenai waktu kerja pada sektor usaha atau pekerjaan tertentu
> sebagaimana dimaksud pada ayat (3) diatur dengan Keputusan Menteri.
> Pasal 78
> Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â
> (1) Pengusaha yang mempekerjakan pekerja/buruh melebihi waktu kerja sebagaimana dimaksud dalam Pasal 77 ayat (2) harus memenuhi syarat:
> Â Â Â a. ada persetujuan pekerja/buruh yang bersangkutan; dan
> Â Â Â b. waktu kerja lembur hanya dapat dilakukan paling banyak 3 (tiga) jam dalam 1 (satu) hari dan 14 (empat belas) jam dalam 1 (satu) minggu.
> (2) Pengusaha yang mempekerjakan pekerja/buruh melebihi waktu kerja sebagaimana dimaksud pada ayat (1) wajib membayar upah kerja lembur.
> (3) KETENTUAN WAKTU KERJA LEMBUR SEBAGAIMANA DIMAKSUD PADA AYAT (1) HURUF B TIDAK BERLAKU BAGI SEKTOR USAHA ATAU PEKERJAAN TERTENTU.
> (4) KETENTUAN MENGENAI WAKTU KERJA LEMBUR DAN UPAH KERJA LEMBUR SEBAGAIMANAÂ DIMAKSUD PADA AYAT (2) DAN AYAT (3) DIATUR DENGAN KEPUTUSAN MENTERI.
> =======
> Lihat Surat Edaran No. SE-2/M/BW/1987 ttg Pengertian Daerah Terpencil, danÂ Pekerja Staf Bagian II
> "II. PEKERJA STAF DAN UPAH LEMBUR:
> 1. Yang dimaksudkan dengan pekerja Staf adalah mereka yangÂ dalam Struktur Organisasi Perusahaan menjabat jabatan yang mempunyai kewajiban,Â tanggungjawab dan wewenang untuk membantu memikirkan melaksanakan kebijaksanaan perusahaan dalam usaha mencapai dan melancarkan kemajuan perusahaan.
> 2. YangÂ dimaksudÂ denganÂ upahÂ lembur ialah upah yang diberikan olehÂ pengusahaÂ sebagai imbalanÂ kepadaÂ pekerja karena telah melakukanÂ pekerjaanÂ atasÂ permintaan pengusaha yang melebihi dari jam dan hari kerja (7Â jamÂ sehariÂ danÂ 40 jam seminggu) dan pada hari istirahat mingguan, hari-hariÂ besarÂ yang telah ditetapkan Pemerintah.
> 3. Bagi Pekerja Staf sepertiÂ tersebutÂ di atas (1) adalah wajar tidak lagi mendapat upah lembur meskipun mereka bekerja lebih daripada ketentuan waktu kerja biasa.
> 4. Adapun kriteria pekerja Staf adalah sebagai berikut:
> Â Â a. Mereka yang menduduki jabatan Struktural dalam Organisasi perusahaan.
> Â Â b. Mereka yang mempunyai kewajiban, tanggungjawab, dan wewenang terhadap kebijaksanaan perusahaan.
> Â Â c. Mereka yang mendapatkan upah yang lebih besar daripada pekerja lainnya.
> Â Â d. MerekaÂ yangÂ mendapat fasilitas yang lebih baik daripada pekerja lainnya.
> 5. Ketentuan-ketentuan yangÂ berjalanÂ sebelum Surat Edaran ini baik yan diatur oleh PeraturanÂ Perusahaan dan K.K.B. supaya tetap berjalan seperti adanya, selama tidak mengurangi nilai dan ketetapan Surat Edaran ini.
> Demikian untuk dilaksanakan sebagaimana mestinya.
> Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â
> Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â DIKELUARKAN DI:Â JAKARTA
> Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â PADA TANGGALÂ :Â 22 APRIL 1987
> Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â ______________________________
> Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â A.N. MENTERI TENAGA KERJA
> Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â DIREKTUR JENDERAL
> Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â BINA HUBUNGAN KETENAGAKERJAAN
> Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â DAN PENGAWASAN NORMA KERJA
> Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Cap/Ttd
> Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â H. HB. MANAN
> Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â _____________
> Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â NIP:160002213
> Kepada Yth:
> 1. Para Kepala Kantor Wilayah Departemen Tenaga Kerja
> Â Â di Seluruh Indonesia
> 2. Para Kepala Kantor Departemen Tenaga Kerja di Seluruh
> Â Â Indonesia
> Salinan disampaikan kepada Yth:
> 1. Bapak Menteri Tenaga KerjaÂ Â Â Â Disalin sesuai dengan
> Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â aslinya
> Â Â (sebagai laporan)Â Â Â Â Â Â Â Â Â Â Â Â Â Direktorat Bina Norma
> 2. Sdr. Sekretaris JenderalÂ Â Â Â Â Â Perlindungan Tenaga Kerja
> Â Â Departemen Tenaga Kerja.Â Â Â Â Â Â Kepala Bagian Tata Usaha,
> 3. Sdr. Inspektur JenderalÂ Â Â Â Â Â Â cap/ttd
> Â Â Departemen Tenaga KerjaÂ Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â
> Â 4. Arsip.Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â DRS. YUSFIAN YUSUF
> _______________________________Â Â __________________
> Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â NIP:160009355
> ======================
> b. DI AMERIKA SERIKAT:
> Â Â Artikel di bawah cukup menjelaskan sendiri. Lebih detail ada ketentuan bagi tiap tahun berapa batas upah terendah bagi exempt-employee. Pengawas akan memeriksa dari aspek
> isi jabaan dan upah per minggu. Upah perminggu berkaitan
> dengan upah minimum terhadap karyawan yang berhak lembur.
>
> ==========================
> DETERMINING WHO'S EXEMPT
> To avoid costly lawsuits, it is imperative that businesses understand what "exempt" truly means.
> By Gillian Flynn
>
> To avoid costly lawsuits, it is imperative that businesses understand what "exempt" truly means. Section 13(a)(l) of the FLSA exempts executive, administrative, professional, and outside sales employees from the FLSA's overtime requirements -- as long as they meet certain tests regarding job duties. Here are the categories and their requirements, according to the Department of Labor:
> EXECUTIVE EXEMPTION
> Â Â Â Â These employees have management as their primary duty.
> Â Â Â They direct the work of two or more full-time employees.
> Â Â Â They have the authority to hire and fire, or to make
> Â Â Â recommendations affecting the employment of others.
> Â Â Â They regularly exercise a high degree of independent
> Â Â Â judgment in their work.
> Â Â Â They receive a salary that meets the requirements of
> Â Â Â the exemption.
> Â Â Â They do not devote more than 20 percent of their time
> Â Â Â to non-management functions (or 40 percent in retail
> Â Â Â and service establishments).
> ADMINISTRATIVE EXEMPTION
> Â Â Â Â These employees perform office or non-manual work that is directly related to the management policies or general business operations of their employer or customers, or perform such functions in the administration of an
> educational establishment.
> Â Â Â They regularly exercise discretion and judgment in their work.
> Â Â Â They either assist a proprietor or executive, perform specialized or technical work, or execute special assignments.
> Â Â Â They receive a salary that meets the requirements of the exemption.
> Â Â Â They do not devote more than 20 percent of their time to work other than that described above (or 40 percent in retail and service establishments).
> PROFESSIONAL EXEMPTION
> Â Â Â Â These employees perform work requiring advanced knowledge and education, work in an artistic field that is original and creative, work as a teacher, or work as a computer system analyst, programmer, software engineer, or
> similarly skilled person in the computer software field.
> Â Â Â They regularly exercise discretion and judgment.
> Â Â Â They perform work that is intellectual and varied in nature, and cannot be standardized as to time.
> Â Â Â They receive a salary that meets the requirements of the exemption (except doctors, lawyers, teachers, and certain computer occupations).
> Â Â Â They do not devote more than 20 percent of their time to work other than that described above.
> OUTSIDE SALES EXEMPTION
> Â Â Â Â These employees engage in making sales or obtaining orders away from their employer's place of business.
> Â Â Â They don't devote more than 20 percent of the hours worked by non-exempt employees of the employer to work other than the making of such sales.
> (Workforce, October 2001, p. 38 -- Subscribe Now!
> Gillian Flynn is the editor-at-large for Workforce.
> E-mail mailto:gillieflynn@...?
> cc=raphaelt@... to comment.
> http://www.workforce.com )
> ==================
> WHOâ€™S EXEMPT? WHOâ€™S NON-EXEMPT?
> WHAT ABOUT â€œCOMP TIMEâ€?
> Tips for Nonprofit Employers
> Supervising a group of employees in a nonprofit organization is hard enough. And most employers know that it is critically important to distinguish between â€œexemptâ€ and non-exemptâ€ staff. Yet despite the availability of guidelines on how to make this determination and countless publications by employment law experts, the actual task of determining the status of your employees is not a simple matter. Itâ€™s not rocket science, but it isnâ€™t childâ€™s play either.
> â€œExemptâ€ means exempt from the minimum wage and overtime provisions of the Fair Labor Standards Act, or FLSA. In order to qualify as â€œexemptâ€ an employee my meet the requirements of two tests: (1) the duties test; and the (2) salary test.
> One of the most common mistakes all employers make, including nonprofits, is to base the determination of exempt vs. non-exempt status on an employeeâ€™s title. Under the law, itâ€™s the employeeâ€™s actual duties that matter, not the title you assign. Keep in mind, itâ€™s okay if you decide to designate employees who are eligible for â€œexemptâ€ status as non-exempt, as long as you pay them accordingly. This means that you need to pay these employees overtime for all hours worked over 40 per week. But donâ€™t make the mistake of the reverse classification: itâ€™s never okay to classify non-exempt employees as â€œexemptâ€ â€" no matter how compelling your reason for doing so (e.g. â€œWe canâ€™t afford overtime, weâ€™re small and itâ€™s much easier to have all of our employees in the same classification,â€ etc.).
> STEP 1. DUTIES TEST
> Under the â€œduties testâ€ an employee may qualify for the executive, administrative or professional exemption to the overtime rules of the FLSA. There is also an â€œoutside salesâ€ exemption, which would rarely apply in a nonprofit setting. Hereâ€™s a quick summary of what to look for with respect to the first three exemptions under the duties test.
> EXECUTIVE EXEMPTION
> Â Â Â * Is management the employeeâ€™s primary duty?
> Â Â Â * Does he or she direct the work of two or more full-time employees?
> Â Â Â * Does the employee have the authority to hire and fire, or make recommendations regarding the employment status of others?
> Â Â Â * Does the employee regularly exercise a high degree of independent judgment in their work?
> Â Â Â * IS THE EMPLOYEEâ€™S SALARY AT LEAST $155 PER WEEK?
> Â Â Â * Does the employee devote no more than 20% of his or her time to non-managerial functions?
>
> Administrative exemption
> Â Â Â * Is the employeeâ€™s primary duty office or other non-manual work that is related to the organizationâ€™s management policies or business operations?
> Â Â Â * Does the employee assist an executive, perform technical work, or undertake special assignments?
> Â Â Â * IS THE EMPLOYEEâ€™S SALARY AT LEAST $155 PER WEEK?
> Â Â Â * Does the employee devote no more than 20% of his or her time to non-administrative functions?
> PROFESSIONAL EXEMPTION
> Â Â Â * Does the employee work in a field that requires advanced knowledge and education or involves original and creative work in an artistic field?
> Â Â Â * Does the employee regularly exercise discretion and judgment in their work?
> Â Â Â * Is the employeeâ€™s work intellectual and varied in character, and of a nature that it cannot be accomplished according to a fixed time schedule?
> Â Â Â * IS THE EMPLOYEEâ€™S SALARY AT LEAST $170 PER WEEK?
> Â Â Â * Does the employee devote no more than 20% of their time to nonprofessional functions?
>
> STEP 2. SALARY TEST
> The second â€œtestâ€ to determine exempt versus non-exempt is to decide whether employees are paid on a salary basis. This means that an employee receives the same amount each payday, regardless of the number of hours worked during the period. Note: there are only a handful of instances where it is permissible to dock the pay of a salaried employee. These are:
> Â Â Â * When the employee is absent for a full day or more and has used up available leave;
> Â Â Â * When the employee is absent for a full day or more due to illness or an injury per the terms of a plan or policy under which the employee receives compensation for the illness or injury, such as workers compensation;
> Â Â Â * When the employee is taking unpaid Family and Medical Leave per the Federal statute, state statute or the nonprofitâ€™s own leave policy;
> Â Â Â * When the employee performs no work for the organization over a week; or
> Â Â Â * When the employee has been suspended without pay due for violating the organizationâ€™s policies or work rules.
>
> COMMON QUESTIONS ABOUT EXEMPT AND NON-EXEMPT CLASSIFICATIONS
> We only want to pay our salaried professionals for actual hours worked. Can we do this legally without changing their status to â€œnon-exempt?â€
> No. If your nonprofit ties pay to hours worked for these employees, they may no longer be classified as exempt personnel. The two exceptions to this rule are doctors and lawyers, who may be paid by the hour and still be classified as exempt.
> It has been our practice to classify our staff according to their position on the organizational chart. Is this practice okay, as long as weâ€™re consistent?
> No. You must determine exempt versus non-exempt status based on what employees do, not where they fall on your organizational chart or their assigned title. Itâ€™s possible to have two employees on the same â€œrungâ€ on the chart who must be classified differently based on their duties and/or salary.
> We have a hard time getting employees to submit timesheets on time. Can we require that timesheets be submitted by all employees, including exempts? Can we dock employeesâ€™ pay for failing to turn in their timesheets?
> You may require all employees to submit timesheets, as long as salaried employeesâ€™ wages arenâ€™t based on the hours reflected on their timesheets. You MAY NOT withhold wages or dock an employeeâ€™s pay for failing to turn in a timesheet. Under the FLSA you are required to pay non-exempt employees for every hour worked. And salaried employees must be paid their salary regardless of the number of hours worked (see the exceptions explained previously). Finally, as an employer, you are responsible for keeping accurate time records of hours worked. Consider other disciplinary measures for failing to abide by your timesheet-related work rules.
> OVERTIME AND COMPENSATORY TIME
> There is still much misunderstanding about the correct use of compensatory time off, commonly called â€œcomp time.â€ Nonprofit employers continue to inaccurately link â€œovertimeâ€ (time worked in excess of a regularly scheduled workweek) with eligibility for â€œcomp time.â€ In a nutshell, it is a violation of federal law to award â€œcomp time,â€ instead of premium pay, to non-exempt staff for working overtime. To add to the confusion, various states have their own definition of â€œovertime,â€ and therefore, this is an area where nonprofit managers are well advised to become familiar with their individual state's wage and hour laws.
> Here is the right way to use overtime provisions and to legally provide Compensatory time for staff.
> OVERTIME FOR NON-EXEMPT STAFF
> Â Â 1. Know the classification of your employees. Exempt workers are not entitled to overtime pay hence the description â€œexemptâ€ meaning they are Exempt From The Overtime Regulations. Know what categories of workers are non-exempt in your state. Generally those workers who are paid hourly and whose work is primarily either physical/manual or clerical in nature or directed by others, and not requiring any advanced educational background, are defined as non-exempt.
> Â Â 2. Non-exempt workers must be paid premium pay (one and one-half times their regular hourly wage) for overtime. Both the terms "non-exempt" workers, and "overtime" are usually defined in federal and state law regulations as well as by federal law in the Fair Labor Standards Act. Generally any time worked in excess of 40 hours in a single workweek entitles non-exempt workers to premium pay. There are some significant exceptions in various states.
> Â Â 3. No overtime payments are owed for time worked in excess of the employee's regularly scheduled workweek unless the total time exceeds the statutory overtime limit â€" usually 40 hours per week. (Note: in Kansas overtime is defined as 46 hours in one week, and in Minnesota, 48 hours; however, nonprofits in these states are still governed by the federal Fair Labor Standards Act, which defines overtime as hours worked in excess of a 40-hour workweek.)
> Â Â 4. Non-exempt employees must be paid for every hour worked. Since the reward for working overtime is premium pay, non-exempt hourly workers may not be given any other reward for overtime, such as compensatory time off. (It is a violation of federal law to do so â€" The Fair Labor Standards Act mandates premium payments for non-exempt employees who work overtime.)
> Â Â 5. There is one exception to the rule stated above: The use of compensatory time by a non-exempt worker is permissible when the non-exempt worker takes the compensatory time off in the same work week as the extra time worked (so that the total time worked in one week does not exceed the overtime limit).
>
> COMPENSATORY TIME OFF FOR EXEMPT STAFF
> There is no legal requirement under state or federal law to pay exempt salaried staff (professional, administrative, and executive staff) premium pay (overtime) to compensate them for extra time worked. Instead they might get a bonus at the end of the year, or a pat on the back for being such a dedicated staff member. It should not be a surprise that exempt staff are expected to work as long as it takes to get their work done â€" and they need to know that their employer expects extra hours, if necessary. While the nonprofit may have specific expectations about the number of hours an exempt staff person regularly works, there should be no salary deductions if less time is worked, and no premium pay for overtime.
> Nevertheless, many nonprofits wish to reward employees for efforts above and beyond the call of duty by giving them time off which they call, â€œcomp time.â€ The correct way to use comp time for exempt staff is to simply permit them flexibility to take some time off, at a convenient time for all involved, to reward extraordinary efforts. The time off should be scheduled and approved by the exempt staffâ€™s supervisor, to be taken during the current pay period. In no case should the â€œcomp timeâ€ be accumulated for some future time, or taken hour for hour for the extra time worked. If it is, the nonprofit is considered by the Department of Labor to be treating the exempt staff person as if he were an hourly worker, thereby making the nonprofit potentially liable for overtime payments for that employee.
> Similarly, the Department of Labor will penalize a nonprofit that gives exempt staff anything less than full salary for any week in which the employee performs work. An employer is only permitted to make a deduction from the salary of an exempt employee for unexcused absences, such as when the employee has used all accrued paid time off, and is absent for a full day or more.
> If the employee is eligible for vacation, sick or personal days then the nonprofit may substitute the accrued paid leave for the time the employee is absent from work. If, however, the employee is absent for less than a full day, and has no accrued time off, the employee will need to be paid his entire salary for that week. If the employee is absent for a full day or more, no compensation for the absent day(s) is required.
>
> For additional information on the Fair Labor Standards Act (FLSA), consult:
> http://www.elaws.dol.gov/flsa/screen5.asp
> Provided by the Nonprofit Risk Management Center.
> For more information, contact (202) 785-3891 or visit www.nonprofitrisk.org
> ==============
> http://career-about.com
> Definition: Exempt employees are those who are exempt from certain wage and hour laws, i.e. overtime pay; usually applies to administrative, executive, or professional employees who receive an annual salary, in equal payments weekly, bi-weekly, or at some other specified time interval.
> Also Known As: salaried employee
> Common Misspellings: excempt employee
> Examples: Although Jennifer worked 50 hours last week, as an exempt employee she wasn't eligible for overtime pay.
> ========================================================
> (downloaded by Gabe S.T. for Indonesian HRM practicioners)
> e-mail: y6g2002@...
> =========================
> http://www.twc.state.tx.us/news/efte/salary_definition.html
> SALARY DEFINITION REGULATION
> Since the most frequently-requested overtime exemption regulation is the one defining what a true salary is, it is presented here in its entirety for the convenience of employers who need to see the full definition as adopted and enforced by the U.S. Department of Labor. Following is the text of 29 C.F.R. 541.602:
> Â
> SEC. 541.602 SALARY BASIS.
> 1. GENERAL RULE. An employee will be considered to be paid on a "salary basis" within the meaning of these regulations if the employee regularly receives each pay period on a weekly, or less frequent basis, a predetermined amount constituting all or part of the employee's compensation, which amount is not subject to reduction because of variations in the quality or quantity of the work performed. Subject to the exceptions provided in paragraph (b) of this section, an exempt employee must receive the full salary for any week in which the employee performs any work without regard to the number of days or hours worked. Exempt employees need not be paid for any workweek in which they perform no work. An employee is not paid on a salary basis if deductions from the employee's predetermined compensation are made for absences occasioned by the employer or by the operating requirements of the business. If the employee is ready, willing and able to work,
> deductions may not be made for time when work is not available.
> 2. EXCEPTIONS. The prohibition against deductions from pay in the salary basis requirement is subject to the following exceptions:
> Â Â Â Â Â Â Â Â 1. Deductions from pay may be made when an exempt employee is absent from work for one or more full days for personal reasons, other than sickness or disability. Thus, if an employee is absent for two full days to handle personal affairs, the employee's salaried status will not be affected if deductions are made from the salary for two full-day absences. However, if an exempt employee is absent for one and a half days for personal reasons, the employer can deduct only for the one full-day absence.
> Â Â Â Â Â Â Â Â 2. Deductions from pay may be made for absences of one or more full days occasioned by sickness or disability (including work-related accidents) if the deduction is made in accordance with a bona fide plan, policy or practice of providing compensation for loss of salary occasioned by such sickness or disability. The employer is not required to pay any portion of the employee's salary for full-day absences for which the employee receives compensation under the plan, policy or practice. Deductions for such full-day absences also may be made before the employee has qualified under the plan, policy or practice, and after the employee has exhausted the leave allowance thereunder. Thus, for example, if an employer maintains a short-term disability insurance plan providing salary replacement for 12 weeks starting on the fourth day of absence, the employer may make deductions from pay for the three days of absence before the employee qualifies
> for benefits under the plan; for the twelve weeks in which the employee receives salary replacement benefits under the plan; and for absences after the employee has exhausted the 12 weeks of salary replacement benefits. Similarly, an employer may make deductions from pay for absences of one or more full days if salary replacement benefits are provided under a State disability insurance law or under a State workers' compensation law.
> Â Â Â Â Â Â Â Â 3. While an employer cannot make deductions from pay for absences of an exempt employee occasioned by jury duty, attendance as a witness, or temporary military leave, the employer can offset any amounts received by an employee as jury fees, witness fees, or military pay for a particular week against the salary due for that particular week without loss of the exemption.
> Â Â Â Â Â Â Â Â 4. Deductions from pay of exempt employees may be made for penalties imposed in good faith for infractions of safety rules of major significance. Safety rules of major significance include those relating to the prevention of serious danger in the workplace or to other employees, such as rules prohibiting smoking in explosive plants, oil refineries and coal mines.
> Â Â Â Â Â Â Â Â 5. Deductions from pay of exempt employees may be made for unpaid disciplinary suspensions of one or more full days imposed in good faith for infractions of workplace conduct rules. Such suspensions must be imposed pursuant to a written policy applicable to all employees. Thus, for example, an employer may suspend an exempt employee without pay for three days for violating a generally applicable written policy prohibiting sexual harassment. Similarly, an employer may suspend an exempt employee without pay for twelve days for violating a generally applicable written policy prohibiting workplace violence.
> Â Â Â Â Â Â Â Â 6. An employer is not required to pay the full salary in the initial or terminal week of employment. Rather, an employer may pay a proportionate part of an employee's full salary for the time actually worked in the first and last week of employment. In such weeks, the payment of an hourly or daily equivalent of the employee's full salary for the time actually worked will meet the requirement. However, employees are not paid on a salary basis within the meaning of these regulations if they are employed occasionally for a few days, and the employer pays them a proportionate part of the weekly salary when so employed.
> Â Â Â Â Â Â Â Â 7. An employer is not required to pay the full salary for weeks in which an exempt employee takes unpaid leave under the Family and Medical Leave Act. Rather, when an exempt employee takes unpaid leave under the Family and Medical Leave Act, an employer may pay a proportionate part of the full salary for time actually worked. For example, if an employee who normally works 40 hours per week uses four hours of unpaid leave under the Family and Medical Leave Act, the employer could deduct 10 percent of the employee's normal salary that week.
> Â Â 3. When calculating the amount of a deduction from pay allowed under paragraph (b) of this section, the employer may use the hourly or daily equivalent of the employee's full weekly salary or any other amount proportional to the time actually missed by the employee. A deduction from pay as a penalty for violations of major safety rules under paragraph (b)(4) of this section may be made in any amount.
> ============
> http://www.calchamber.com/Store/HRTips/ExEmployee.htm
> HOW TO DEFINE AN EXEMPT EMPLOYEE
> Recent multimillion-dollar settlements of overtime claims emphasize how important it is for California employers to understand how to classify and pay employees for their work. Recently Pacific Bell settled for $35 million, Radio Shack settled for $30 million, Rite-Aid Corporation settled for $25 million, Bank of America settled for $22 million, Starbucks settled for $18 million, and Perdue Farms settled for $10 million. In 2001, there were more class-action lawsuits filed seeking overtime pay than class-action discrimination suits.
> Below is an example of how to classify an employee as an exempt manager. Worksheets to help classify administrative, managerial, professional, and salesperson exemptions are included in the HR Forms CD, along with all other state and federal required and recommended forms. These forms are also available to Preferred and Online members of the California Chamber at HRCalifornia, and are included in the California Labor Law Digest.
> For an employee to be exempt as a manager s/he must:
> 1. Have primary duties and responsibilities that involve the management of the enterprise.
> 2. Customarily and regularly direct the work of two or more other employees.
> 3. Have the authority to hire or fire other employees or to make suggestions, which will be given particular weight, about personnel decisions regarding other employees.
> 4. Customarily and regularly exercise discretionary power.
> 5. Spend more than 50 percent of his or her time engaged in managerial duties that meet the tests in Items 1 through 4 and
> 6. Earn a monthly salary equivalent to at least two times the state minimum wage for full-time employment. THE CURRENT MINIMUM SALARY FOR SOMEONE TO BE CATEGORIZED AS AN EXEMPT EMPLOYEE IS $2, 340 A MONTH, WHICH IS TWICE THE STARTING MINIMUM WAGE FOR FULL -TIME EMPLOYMENT.
> This content comes from an article in the February 2004 issue of the Labor Law Update Newsletter. Online and Preferred members of the Chamber have access to the newsletter on HRCalifornia. Non-members can purchase annual subscriptions to the newsletter.
> Â
> (Copyright 1995-2008 by California Chamber of Commerce. Read our website Terms of Use and Privacy Guidelines. Â
> Â See our sitemap here. )
> http://www.calchamber.com/Store/HRTips/ExEmployee.htm
>
> d: Semoga bermanfaat.
> Â
>
>
> Gabriel S Trisunjata
> Plus One Every Day;
> CD Himpunan UUPPTK v12F (2.500 hlm cetak)
> http://www.asyik-uih.com/uupptk/indeks-hpu-v12fr1.txt
> HP: 08124955201
>
> --- On Wed, 10/28/09, Vita vita_bdg@... wrote:
>
>
> From: Vita vita_bdg@...
> Subject: Re: [Diskusi HRD Forum] Waktu & Jam Kerja Lembur (TKS & MORE)
> To: Diskusi-HRD@yahoogroups.com
> Date: Wednesday, October 28, 2009, 10:50 AM
>
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> Pak Sugeng Barkah Yth.,
>
> Terima kasih atas masukannya, sangat membantu dan mencerahkan sekali.
>
> Kembali pada pertanyaan saya di awal diskusi, bagaimana sebaiknya tindakan perusahaan yang mempekerjakan karyawan lapangan (status karyawan tetap) yang bekerja di luar jam kerja normal (bisa lebih dari 40 jam seminggu) - namun sektor industrinya tidak temasuk industri pertambangan sebagaimana diatur dalam Kepmen 234 thn 2003 ?Â Â Karena jika dikalkulasi, jam kerja lemburnya melampaui ketentuan sedangkan hal tsb merupakan tuntutan pekerjaannya.
>
> Demikian, sekali lagi terima kasih atas masukannya.
>
> Vita
>
>
>
>
>
> From: Sugeng Barkah sbarkah@...
> To: Diskusi-HRD@yahoogroups.com
> Sent: Wed, October 28, 2009 1:40:22 AM
> Subject: Re: [Diskusi HRD Forum] Waktu & Jam Kerja Lembur (RALAT/TAMBAHAN)
>
> Dear rekan Vita,
>
> Maaf ada yg kurang neeh...untuk nomor 3 perlu ditambahkan sbb: "tidak termasuk kerja lembur yg dilakukan pada waktu hari istirahat mingguan atau hari libur resmi".sesuai pasal 3 ayat (2) Kepmenakertrans No. 102 thn 2004.
>
> Demikian tambahannya dan mohon MAAF.
>
> salam,
> sbarkah
>
>
> 2009/10/28 Sugeng Barkah sbarkah@...
>
> Dear rekan Vita,
>
> Mohon ijin sharing ya...
>
>
>
> Pada dasarnya waktu kerja secara normal diatur sebagaimana ketentuan pasal 77 UU No. 13 thn 2003 dan juklaknya, yakni Kepmenakertrans No. 102 thn 2004.
>
> Kerja lembur harus memenuhi syarat ada persetujuan pekerja (pasal 78 ayat 1 huruf a UU 13/2003 dan pasal 6 ayat 1 Kepmenakertrans No. 102/2004).
> Waktu kerja lembur hanya dapat dilakukan paling banyak 3 (tiga) jam dalam 1 (satu) hari dan 14 (empat belas) jam dalam 1 (satu) minggu (pasal 78 ayat 1 huruf b UU 13/2003 dan pasal 3 ayat 1 Kepmenakertrans No. 102/2004).
> Kepmenakertrans No. 234 thn 2003 adalah payung hukum untuk penyimpangan waktu kerja lembur dan upah lembur sebagaimana disebutkan dalam pasal 77 ayat (4) dan pasal 78 ayat (4) UU No. 13 thn 2003.
> Batasan upah lembur disesuaikan dgn kerja lemburnya sebagaimana pasal 3 dan perhitungan upah lemburnya mengacu pada pasal 11 Kepmenakertrans No. 102 thn 2004.Â
>
> Untuk waktu kerjanya 6 hari kerja seminggu, maka MAKSIMAL KERJA lemburnya adalah 25,5 jam (kerja lembur setelah ditarif pada hari kerjanya) dalam seminggu (sesuai pasal 3 ayat 1 Kepmenakertrans No. 102) ditambah 25 jam (kerja lembur setelah ditarif pada hari istirahat mingguannya), sehingga SUB TOTAL kerja lembur SEMINGGU setelah ditarif adalah 50,5 jam DAN bila dalam sebulan ada 4 minggu, maka TOTAL kerja lembur setelah ditarif = 50.5 x 4 = 202 jam SEBULAN. Untuk mengetahui persentase atas upah lembur terhadap upah pokok, anda dapat menghitungnya berdasarkan pasal 8 dan pasal 10 Kepmenakertrans no. 102 thn 2004.
>
> Untuk waktu kerjanya 5 hari kerja seminggu, maka MAKSIMAL KERJA lemburnya adalah 25,5 jam (kerja lembur setelah ditarif pada hari kerjanya) dalam seminggu (sesuai pasal 3 ayat 1 Kepmenakertrans No. 102) ditambah 27 jam (kerja lembur setelah ditarif pada hari istirahat mingguannya), sehingga SUB TOTAL kerja lembur SEMINGGU setelah ditarif adalah 52,5 jam DAN bila dalam sebulan ada 4 minggu, maka TOTAL kerja lembur setelah ditarif = 52.5 x 4 = 210 jam SEBULAN. Untuk mengetahui persentase atas upah lembur terhadap upah pokok, anda dapat menghitungnya berdasarkan pasal 8 dan pasal 10 Kepmenakertrans no. 102 thn 2004.Demikian urun rembug/sharing saya. Mohon rekan lain berkenan koreksi bila ada yg salah.
>
> Salam,
> sbarkah
>
>
>
> 2009/10/27 vita_bdg vita_bdg@...
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> Â
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> Selamat siang HRDers,
>
> Mohon pencerahannya, jika dikaitkan dengan peraturan perundangan yang berlaku, mengenai hal-hal berikut:
>
> 1. Adakah sektor usaha / industri yang dikecualikan dalam hal perhitungan jam kerja dan upah lembur? Apakah yang harus dilakukan oleh perusahaan yang bergerak di bidang pemeliharaan peralatan telekomunikasi, dimana pekerjaan bersifat project namun karyawan berstatus karyawan tetap - karena hampir dapat dipastikan karyawan selalu bekerja over time alias lembur.
>
> Â
> Â
>
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>
>
>
>
> 2. Apabila mengacu kepada Kepmen No. 102 Thn 2004 mengenai perhitungan upah lembur, dan aturan lainnya yang terkait, apakah ada batasan maksimal penugasan waktu kerja lembur kepada karyawan?
>
> 3. Apakah ada aturan yang membatasi jumlah maksimum upah lembur yang dapat diterima karyawan? (jika dibandingkan secara prosentase dengan upah pokok yang diterimanya)
>
> Demikian, mohon pencerahannya. Terima kasih banyak atas bantuannya.
>
> Vita
>