Gender Responsive Based Collective Bargaining Agreement (CBA) Workshop
Banten, 25 - 27 March 2022
The 2022 Collective Bargaining Agreement (CBA) workshop began with the Trade Unions/Labour Unions located in the Banten. This workshop lasts for 3 (three) days from March 25 to 27, 2022. The workshop was attended by 12 participants who are managers of SP/SB at the factory level at PT. Tuntex Garment Indonesia, PT. Indorama Ventures, PT. Sunjin HJ, PT. Ching Luh Indonesia, PT. Tifico Fiber Indonesia, PT. Pancaprima Ekabrothers, and PT.Bintang Surya Sejati Sukses.
This workshop aims to prepare the management of Trade Union who are in the process of CBA negotiations. So it can create a CBA that improves the welfare of workers and not forget to include articles of gender responsiveness. To spark discussion with the participants, there are the speakers. The speakers were Sugiyanto from DPP SPN, Dela Feby and Lydia Hamid from Gajimu, as well as Didit Saleh and Syaukani Ichan from Trade Union Right Center.
Participants were introduced to an instrument that helps the Trade Union to prepare a draft CBA and its arguments in a structured manner, namely by using the Problem Inventory List (PIL). PIL can help map out what topics and subtopics of CBA content have been/has not been regulated, The often problems/cases, topics and subtopics to be advocated, and challenges that will be faced. In PIL there are tables for new proposal articles to be changed or new articles that want to be added, supporting data, legal basis, and arguments to support article changes. During the discussion, participants stated that the big challenge faced in the current CBA negotiations is that the company wants the CBA to be in line with the rules in Law no. 11 of 2020 concerning Job Creation, especially on articles that exacerbate workers' rights. To face this challenge, participants are required to maximize CBA negotiations by building arguments and supplementing them with data. This data-based advocacy is intended to ensure that the applicable regulations are in accordance with the conditions of workers and employers in the company concerned.
Topics that were discussed in depth were related to wages, K3, job security, work time and rest time, social security, and gender issues. On the issue of gender, participants realized that they forgot to include at least the rules regarding maternity (things related to women's reproduction) in the CBA. So even though maternity leave and menstrual leave are in effect, they are not supervised because they have not been regulated in writing. The topic that is being discussed a lot is about menstruation leave being replaced with money. Even in one company it becomes the basis for assessing or performance. In other words, women will never be judged as diligent because they have to take menstrual leave. This is clearly a form of gender-based discrimination/violence experienced by women workers. Therefore, it must be strictly regulated in the CBA, the prohibition to discriminate against workers of any background.
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