Corporate Governance Guidance
Implementation of good corporate governance is not solely reflected in the vision, mission, and values of the company, but also explaining how a company complies with applicable regulations to achieve the vision, mission, and values. The Company, as part of a good corporate citizen, realizes that regulation is necessary not merely to regulate the company’s external relations with the public, but also the internal regulations that are governing the company’s relationship with its employees. For that purpose, the Company is constructing a set of rules that are set as company rules.
The Company’s regulations are prepared in line with the philosophy of Pancasila and the National Development Program, where economic recovery and improvement in the lives of the nation should be supported jointly by all the people of Indonesia. In this regard, the Company intends to not only participate in the development of the Indonesian economy by developing its business activities, but also to develop human resources, improve competition and competence of human resources.
Management of human resources has been established as one part in the development of the Company’s strategic plan, because in this way the Company can be smoothly and continuously improve its ability to compete with other companies in Indonesia.
The Company continues to believe that human resource is an asset that is essential for the sustainability of the growth and development of the Company and the Company’s long-term existence is also important for its employees. Various aspects are considered by the Company in order to create a harmonious relationship, safe, steady, serene, and the dynamic between the Company and all its employees, including about clarity in the duties, rights, and obligations of everyday employees, attention to the needs of life in a healthy condition and pain, as well as atmospheric work environment that supports employee performance. These aspects are expected to enhance employee productivity and help create peace and satisfaction of employees in the work that will greatly help resolve issues that may arise in discussion.
Company’s regulations was approved by Decree of the Ministry of Manpower and Transmigration of the Republic of Indonesia, Directorate General of Industrial Relations Labor and Social Security Number: 249/PHIJSK-PKKAD/PP/IV/2013 dated 22 April 2013 which is valid until April 21, 2015. In general, the Company’s regulations indicate the rights and obligations of employees and the company, as well as provisions aimed at fostering relationships are harmonious and balanced in order to increase efficiency, productivity and optimum performance. It is expected that the Company’s regulations to realize the creation of a conducive industrial relations between the employees and the Company, taking into account legislation and government regulation, including adjustment in the future.
Code Of Ethics And Professional Responsibility
The Company’s commitment as a public company to obtain long-term sustainability is not only reflected in the Company’s compliance with the rules that are binding. The Company also continues to implement a standard code of ethics and professional responsibility as one of the benchmarks in its efforts to achieve a balance of the Company’s business operations. In addition the Company is obliged to meet the requirements of all applicable legislation, the Company implement a code of ethics and standards of professional responsibility as a responsibility of the Company to the public, customers, shareholders and other stakeholders in carrying out its business activities.
In line with international standards, a commitment to always comply with applicable regulations, and the application of the principles of good corporate governance, it is fundamentally important for the Company to establish the Code of Ethics and Standards of Professional Responsibility ( the Code ) which has been ratified by Decree Number of Directors: SK-008/DIR/X/10, dated October 19, 2010. The entire management and employees must understand the standards of this code as a basis for the application of the act that governs the relationship between the employee and the Company, fellow employees, customers, suppliers, shareholders, stakeholders, governments and society. The entire management and employees are required to sign a standard code of conduct every two years.
Treatment of the above irregularities Company Regulations and Code of Ethics and Professional Responsibility conducted through in-depth investigation and based on the facts, while the decision was made and given due consideration by the action, the degree of intent and motive. Through careful and objective consideration, the Board of Directors decides the type of sanctions that are tailored to weight deviations and organizational hierarchy (rank or office employees). Sanctions to employees can form an oral reprimand, warning letters (I,II, III), was not given a raise, promotion or bonus, up to termination of employment (FLE ). Especially for termination, after approval by the Board, followed by the submission of permit application to the Department of Labor in accordance Labor Law of the Republic of Indonesia.
Complaints Management Policy Violations
Kebijakan Pengelolaan Pengaduan Pelanggaran (KP3) is a system that can be used as media for reporting witness to convey information about the violations that is indicated has occured. Reports obtained from infringement complaint mechanism (whistleblowing) needs to get attention and follow-up, including the imposition of appropriate penalties in order to provide a deterrent for offenders and also for those who intend to do so.
KP3 is intended as a basic guideline for the implementation or handling of Violation Complaint stakeholders to ensure the implementation of mechanisms for resolving complaints of violations are effective in sufficient time. The end goal is an attempt to disclosure in the Company’s various problems that are not in accordance with the Code of Conduct in force in the Company.
KP3 is applied to the management and employees of the Company and all its business units in performing everyday tasks in accordance with the principles of good corporate governance.
General Rules Violation Complaint Handling
The Company shall receive complaints of violations of internal and external parties. The Company shall receive and resolve complaints of violations, both of which include the identity of the reporting or not.
The Company provides two channels of complaint management, namely through the Board of Directors when the offense allegedly committed by the employee, and the path of the Commissioners if violations allegedly committed by the Board of Directors, the Board of Commissioners, the organ supporting the Board of Commissioners and Chief of the Unit of Work in accordance with the level of the offender.
A. Complaint Management Process
- Violation Complaint Management Team verified the reports received by the team record. Abuse Complaint Management Team will decide whether or not to do an investigation into complaints of violations within 30 days and can be extended for a maximum of 30 working days.
- If the verification result shows that the complaint is not true and there is no evidence it will not be processed further.
- If the verification result is an indication of a violation that accompanied the evidence is sufficient, then the complaint can be processed to the stage of investigation.
- About complaints that involve violations that require investigation unscrupulous employees, shall be acted upon by the Management Team Board of Directors level Violation Complaint for investigation.
- Related complaints involving violations of Directors, the Board of Commissioners, the organ supporting the Board of Commissioners and Chief of the Unit of Work that requires investigation, shall be acted upon by the Management Team BOC rate Violation Complaint for investigation.
- Offenders who have been proven based on the results of the investigation, will be processed in accordance with applicable regulations.
- If the results of the investigation proved the existence of breaches of discipline by the employee, it can be acted upon in accordance with the disciplinary hearing with the Board of Directors as a judge applies, Internal Audit Division as a prosecutor, Division of Human Resources or the Corporate Legal Division as a defender and opinions or input from the relevant supervisor.
- If the investigation results of an infringement by an employee that leads to criminal acts, then the process can be followed applicable law to law enforcement agencies by the Board of Directors or duly authorized for that as the official in charge of the case.
- The whole process complaints of violations administered either by the Violation Complaint Management Team.
B. Follow-Up Monitoring Of Complaints Of Violations
- Follow-up monitoring of complaints of violations committed by Violation Complaint Management Team.
- Abuse Complaint Management Team must inform violation complaints received, investigated, and which is considered completed and the Board of Directors or Board of Commissioners at any time needed.
Protection And Appreciation
A. Protection Reporting and Reported
- The Company ‘s obligation to protect the complainant intended to encourage the courage to report violations.
- Protection of the reporting include:
a. Guarantee of anonymity of the reporting and content of the report.
b. Guarantee the safety of the complainant or his family.
c. Guarantee of protection against adverse treatment.
- The Company provides guarantees anonymity reported to the examinee status change
B. Appreciation to the Reporting Party
- The Company may gives rewards to the reporting party for any breach which can be proven so that the asset/financial of the Company can be saved.
- The rewards will be given through Board of Directors policy.
Quality Management System
The Company has obtained the ISO 9001:2000 standard certification on January 6, 2004 from the United Registrar of Systems Ltd ( URS ) in recognition of the organization’s Quality System in accordance with ISO 9001:2000. Activities covered by the ISO 9001:2000 certification is for Cable TV and Internet data.
URS conduct surveillance audits on a regular basis ( twice a year ) to ascertain whether the Company is able to meet the requirements to maintain certification to ISO 9001:2000. Since 2004, the Company has been able to maintain such certification and have never experienced a significant constraint.
In May 2009, there is a conversion of the status of ISO 9001:2000 to ISO 9001:2008. The Company has received recommendation to register the conversion of the status of ISO 9001:2000 to ISO 9001:2008 surveillance audit results based on 13 to 14 May 2009. In February 2010, the Company obtained the ISO 9001:2008 standard certification.