Work on the day of joint leave was it calculated overtime? This is the rule

Jakarta – During a joint leave holiday, private employees or employees can continue to work according to the terms of the business. However, companies that employ their employees on a joint leave day should still note the rules set up by the Ministry of Manpower (Kemnaker). The following information. Browse to continue with the job content when joint leave is still paid for work rules when joint leave for workers/employees is regulated in the circular from the Minister of Manpower Number M/6/HK.04/XII/2024. The circular, published on December 6, 2024, replaced the circular m/3/hk.04/iv/2022. The circular says that workers/laborers/employees who work during joint leave get wages like ordinary working days, not overtime. Their annual leave is also not cut. “Workers/laborers who work on joint leave day, their annual leave rights do not decrease and pay him wages like ordinary working days,” the B4 mark said in the circular. However, their annual leave rights will be reduced. “Workers/laborers who execute leave on the day of joint leave, the leave rights he takes to reduce the right to the annual leave of the workers/laborers concerned,” Point B3 said. The joint leave rules for workers/employees are joint leave is a special leave or holiday determined by the government in collaboration with certain national holidays. Generally, joint leave falls before or after a particular national holiday. The implementation of joint leave for workers/employees is still cited from the circular from the Minister of Manpower Number M/6/HK.04/XII/2024, in accordance with the agreement between employers and employees/laborers and/or unions/trade unions with employers, employees, operational regulations, or joint labor agreements and regulations to consider the conditions. Pregnant women are entitled to the first thousand days of life (KIA) rules for the birth of workers based on law (law) no. 4 of 2024 on the well -being of mothers and children in the first thousand days of life (Kia). However, in special circumstances after birth, the mother is entitled to another three months of leave to a total of six months. This is consistent with section 4 paragraph (3) and paragraph (5) of the Act No. 4 of 2024. Section 4 (3) Each working mother is entitled to: a. Birth with the provisions: 1. Most minimum 3 (three) months of the first; en2. No later than the next 3 (three) months if there are special conditions, as evidenced by a doctor’s certificate. (5) Special conditions referred to in paragraph (3) Letter A Number 2 include: a. Mothers who experience health problems, health problems and/or postpartum or miscarriage; and/ or or. Born -born children experience health problems, health problems and or complications. In addition, every mother who leaves the birth cannot be fired from her work. They also still acquire their rights in accordance with the provisions of the legislation in the field of service. The following rules according to section 5 of the Act Number 4 of 2024 (1) Each mother who exercises rights as referred to in section 4 paragraph (3) Letter A and Letter B cannot be rejected from her work and still obtain their rights in accordance with the provisions of the legislation in the field of service. (2) Every mother who performs rights as referred to in section 4 Paragraph (3) Letter A is entitled to receive a wage: a. Fully for the first 3 (three) months b. fully for the fourth month; Dance. 75% (seventy -five percent) of wages for the fifth month and sixth month. (KNY/ZAP)