Conciliation Process Overview
📌 The session is a conciliation (tripartite process) mediated by a labor department official to resolve a dispute between Mr. Kirul Amri (Employee/Claimant) and PT Metrotech Perkasa (Employer/Respondent).
⚖️ The goal of conciliation is to reach a resolution through consultation and consensus within a maximum of 30 days.
📜 Potential outcomes include a Joint Agreement (Perjanjian Bersama) if consensus is reached, or a Written Recommendation (Anjuran Tertulis) if no agreement is found, allowing continuation to the next legal stage.

Employee's Claims and Chronology
📅 Mr. Amri worked for the company since October 15, 2008, with a final salary of Rp 9,750,000 as Marketing Manager.
🎯 He claims to have exceeded the sales target, achieving US $11 billion in 2009 against a target of $6 billion.
🤒 On July 1, 2011, he fell ill, diagnosed with typhoid fever and mild depression, requiring 15 days of hospitalization followed by 7 days of rest advised by a doctor.
💰 Claims include severance pay of Rp 58,500,000, long-service pay, replacement rights of Rp 11 million, unpaid THR (2011 & 2013) totaling Rp 29 million, 3 years of unpaid wages (Rp 17,450,000), medical expenses (Rp 8 million), mutation compensation (Rp 17 million), and travel costs (Rp 2 million), totaling Rp 118,115,700.

Employer's Defense and Witness Testimony
🚗 The employer argues that Mr. Amri was mutated to PT. Prima, a subsidiary, and management/HR matters for that subsidiary should be handled by them, not PT Metrotech.
❌ PT Metrotech claims they were unaware of the illness as the subsidiary employee (Mr. Reo) failed to properly forward the medical leave documentation after Mr. Amri recovered from his 15-day hospitalization.
🩺 The treating doctor confirmed Mr. Amri required 15 days inpatient care and a subsequent 7-day rest period, evidenced by a medical certificate issued *after* his hospitalization.
⚠️ Another witness, an employee from PT Prima (Mr. Putra), admitted to reporting that Mr. Amri was "healthy" after his 15-day absence because he had not yet read the medical leave letter when reporting to HR.

Conciliator's Recommendation and Final Stance
🤝 The conciliator noted that the subsidiary representative (Mr. Reo) admitted fault for not relaying the medical documents to the parent company (PT Metrotech).
📉 The conciliator recommended PT Metrotech pay Rp 160 million covering severance, long-service pay, and replacement rights, considering the communication failure.
🚫 Both parties rejected the conciliator's recommendation: PT Metrotech was unwilling to pay beyond certain obligations, and Mr. Amri insisted on his full claim, demanding Rp 400 million.

Key Points & Insights
➡️ Documentation Flow is Critical: A breakdown in communication between a parent company and its subsidiary regarding an employee's leave resulted in the termination dispute, emphasizing the need for rigorous documentation protocols across corporate structures.
➡️ Evidence of Illness Confirmed: Medical evidence confirmed Mr. Amri required 15 days hospitalization plus rest, contradicting the employer's initial claim that he was absent without valid reason for 15 days.
➡️ Next Step is Legal Action: Since both parties rejected the final conciliation recommendation, the dispute will proceed to the next judicial phase (litigation/court) as confirmed by the employer's representative.
➡️ Claim Quantification Discrepancy: The employee demanded Rp 400 million, significantly higher than the conciliator's suggested settlement of Rp 160 million, indicating a wide gap in perceived financial liability.

📸 Video summarized with SummaryTube.com on Nov 25, 2025, 08:19 UTC