Enhancing Trade Union Capacities

and Actions on Social Dialogue

and Collective Bargaining
Name : CHIKITA EDRINI MARPAUNG
Country : INDONESIA
Union : KSBSI (Confederation of Indonesia
Prosperity Trade Union)
What are the current labour relations and
employment trends, including the state of
trade unionism and collective bargaining in
your country?
In our country, Indonesia, there are many kind of labour relation
and employment trends. One that is becoming popular today
are contract workers, part-time workers and informal workers
who are currently related with online businesses.
But some forms of this work is not or has not been covered by
the law. For example online transportation, online marketing,
daily and hour case workers, home based workers, online based
workers, palm oil workers, garment (ex:couriers,driver,etc). And
some trade unions include KSBSI have taken the initiative to
organize these types of works to use the social security, health
approach and coverage them on CBA (collective bargaining
agreement) on company to the given order.
Has your country ratified the ILO core labour
standards and Convention 144 (Tripartite
Consultation)? What national laws support
the practice of tripartism and social dialogue
in your country?
Yes, Indonesia has  Act Number 2 Year 2004
ratified the ILO core Concerning Industrial
labour standards and Relations Disputes
Convention 144 Settlement
(Tripartite Consultation).  Act Number 21 of 2000
on Wokers/Labour Unions
 Act Number 13 of 2003
on Manpower
represented in existing social
dialogue mechanisms (tripartite
bodies, institutions with labour
representation, workplace
committees,
Of course, workers etc.) andtheir
represents their respective
mandates in all of social
mandates
dialogue or areas of concern?
mechanisms.
 First, in National and Regional Tripartite bodies. KSBSI have
275 members at the district, provincial and national levels to
discuss issues such as wages, social security, labor
regulations and employment related to the current issues.
 Second, K3 (occupational, health and safety) Committee,
Productivity, Wage Council, and national tripartite including
placing members of supervisors at BPJS.
 Third, KSBSI also places adHoc personnel judges to become
members of the AdHoc Judicial Council on the Industrial
Relations Court. In Indonesia, currently there are about 14
people spread throughout the province in Indonesia.
Describe “Good practices” on social dialogue and consultation in
your country; (consider the representation and participation of
women and young workers)
Social dialogue is the most important part for the creation of a conducive and sustainable industrial relations
condition. In addition, the social dialogue is also always put forward by all unions in Indonesia today while
facing industrial relations disputes. This is considered very effective in order to create a good relationship
between all parties, especially workers and employers. So far KSBSI is also always trying to build
cooperation in terms of consultation and social dialogue, some of which are already running very well such
as,
 KSBSI has created Memorandum of Understanding (MOU) with APINDO (Association of Entrepreneurs
throughout Indonesia) to jointly run social program of dialogue throughout areas in Indonesia.
 KSBSI also has a collective labor agreement in hundreds of companies producing in Indonesia in
various sectors ranging from agriculture, plantation, textile industry, automotive, metal and many more
which are accommodated by the Federation a routine bipartite and tripartite meeting at all levels.
 KSBSI also has done create the collective labour agreement multi company for 12 company members of
KOGA in west Java
And there are some representative of Woman or Young Workers for National and Regional bipartite/tripartite
committee. From KSBSI around 20% of Woman or Young Workers are the part of consultant and committee
Explain gaps, issues, challenges, and needs confronting trade
unions in the area of social dialogue, collective bargaining, and
tripartite/bipartite consultation
It can not be denied that the biggest obstacle commonly faced by
workers in social dialogue and tripartite / bipartite consultation is
fear of firing. Some workers still think that communicating with
employers or representations is taboo. The assumption seems to
form a gap between workers and employers. Though communication
is the most important thing in a working relationship. Especially if
there is a problem, the main path must be taken with communication.
But on the other hand, human resources also become a major
obstacle both at the level of entrepreneurs and companies. At the
union level, sometimes union-independent unions can inhibit the
What priority labour law reforms and legislation are currently
under discussion/consideration; and

• Formalization of domestic workers

• Maternity Protection Convention, 2000 (No. 183)
• ILO Convention 176 on Occupational Safety and
Health at Mine
• Law NO.2 OF 2009 on Road Traffic and
Transportation that has not included the norms of
online taxis and motorcycle taxis online
What does your union recommend towards a more robust,
meaningful, and inclusive social dialogue mechanism and
processes, in the context of changing world of work?

 The existence of bipartite/ tripartite institutions of who are

sustainable (quality) from the central level to the company
 Improve the quality and the quantity of collective
agreement
 Strengthen the inspector of labor (government), the
availability of adequate budget for human resource
training in order to strengthen bipartite and tripartite
bilprtite in social dialogue and negotiation
 Adoption of the Labor Law to adopt the latest employment
trend