Silahkan mengunduh dengan bebas disini  dan memperbanyak tulisan tersebut tapi jangan lupa menyebutkan penulis tulisan ini

Dikatakan dalam berita tersebut, walau didera oleh kemarahan, Qantas malah menanggapi dengan tenang dan menulis pesan di Twitter, “Dengan cara seperti ini, sayembara Kemewahan Qantas akan memerlukan waktu bertahun-tahun untuk dinilai.” Lebih lanjut BBC mengatakan bahwa menurut pengamat media sosial, Peter Clarke, berpendapat bahwa yang dilakukan Qantas memperlihatkan budaya perusahaan yang tidak mau mendengar. ”Kegagalan hubungan masyarakat yang amat besar dan menjadi contoh studi yang tepat tentang budaya perusahaan yang tuli. Mereka sama sekali tidak mengerti,” tulisnya. Ketika manajemen Qantas memutuskan untuk menghentikan total operasi, Perdana Menteri Australia Julia Gillard menuding para bos Qantas mengambil tindakan ekstrem dan tidak bertanggung jawab.  Tentunya tidak mudah mengembalikan citra global pelanggan terhadap Qantas,  ketika tanpa pemberitahuan sebelumnya dan sangat ceroboh memperhentikan begitu saja operasional penerbangan mereka. Padahal saat tersebut keduabelah pihak, serikat buruh dan Qantas, sedang melakukan proses penyelesaian perselisihan. 

Keyakinan sayembara Qantas tersebut mungkin didasarkan pada kepercayaan mereka bahwa masyarakat pengguna Qantas akan lupa, tetapi ternyata tidak.  Justru ada surat pembaca yang saya temukan mengatakan “Don’t blame the unions, Qantas abondoned its customers”.  Masyarakat pengguna jasa layanan sekarang sadar penuh bahwa bukannya serikat buruh Qantas yang dipersalahkan tetapi manajemen Qantaslah yang patut dieprsalahkan. Hanya medialah yang berpihak pada mereka, karena media adalah bagian dari korporasi dimana profit menjadi orientasi tindakan mereka. Dan juga dengan sayembara tersebut menggunakan jejaring sosial, mereka berharap bisa mengembalikan citra mereka, tapi ternyata tidak. Masyarakat sadar pentingnya kualitas layanan.

Saat ini pemerintah Inggeris sedang merencanakan program pemotongan besar-besaran dana pensiun pekerja. Mengapa mereka protes: para buruh yang bekerja akan terpotong gajinya banyak untuk pensiun karena pemerintah menghilangkan subsidi, dan juga para pensiunan akan bisa kehilangan manfaat pensiun mereka. Ini karena apa, liberalisasi dan privatisasi serta komersialisasi sektor publik.

Ini bisa menjadi contoh nyata bahwa bagi pekerja dan serikat pekerja di Indonesia khususnya sektor publik, hanya diri kitalah yang harus melindungi kepentingan kita bersama serikat pekerja.

Baca selengkapnya klik disini

Pekerja kesehatan adalah komponen yang penting dalam penyelenggaraan pelayanan kesehatan yang berkualitas (diperkira jumlah mereka diseluruh dunia adalah sekitar 35 juta, tahun 1998), pengakuan tersebut ditegaskan karena peranan mereka yang sangat penting dalam pelayanan kesehatan yang tidak hanya berhubungan dengan pencegahan penyakit tetapi juga berhubungan dengan upaya-upaya peningkatan dan perbaikan kesehatan fisik dan mental masyarakat.

Pelayanan yang berkualitas tersebut hanya bisa diberikan oleh pekerja kesehatan yang berkualitas pula, yang artinya bahwa mereka adalah pekerja kesehatan yang terlatih dan memenuhi standar-standar profesionalisme yang telah ditetapkan dan juga memiliki dan mendapatkan kondisi-kondisi dan syarat-syarat kerja yang berkualitas.

ILO (International Labour Organisation) dalam laporan mereka mengenai “Discussion at Joint Meeting on Term and Employment and Working Condition in Health Sector Reform, 1998”, mengatakan bahwa dampak dari reformasi sektor kesehatan adalah pada para pekerja kesehatan dan implikasinya terhadap pekerjaan dan upah, hubungan industrial, kondisi dan syarat-syarat kerja dalam pencapaian secara umum di sistem kesehatan dipandang dari hubungannya antara kebijakan kesehatan, kesehatan manusia dan ekonomi. Secara implisit dapat dikatakan bahwa reformasi sektor kesehatan hendaknya memperhatikan dan mempertimbangkan aspek-aspek yang tidak hanya pertumbuhan ekonomi tetapi juga perbaikan nilai-nilai sosial dan kemanusian, dan juga bagaimana kondisi dan syarat-syarat kerja para pekerja kesehatan yang diberikan haruslah mencerminkan dan menghormati prestasi dan kualitas profesionalisme mereka sehingga mereka mampu memenuhi tanggungjawab dan peran penting mereka dalam memberikan pelayanan kesehatan yang berkualitas. Karena didalam Konvensi ILO No. 149/1977 tentang Personel Keperawatan (Nursing Personnel) dikatakan di pasal 6 bahwa “persone keperawatan haruslah menikmati syarat-syarat dan kondisi kerja yang setidaknya sama dengan para pekerja lainnya di negara yang bersangkutan”, dan hal ini adalah: (a) jam kerja, yang meliputi aturan dan kompensasi kerja lembur, jam tambahan lainnya (diluar jam kerja) dan kerja shift; (b) istirahat (libur) mingguan; (c) cuti tahunan yang dibayar; (d) cuti pendidikan; (e) cuti maternitas; (f)  cuti sakit); (g) jaminan sosial.

Definisi Quality of Work Life

Ada 4 hal yang mendasari definisi Quality of Work Life:

• Keselamatan kesehatan kerja dan lingkungan (occupational health Safety and Environment (OHSE);
• Jam kerja yang sesuai (suitable working time);
• Upah yang layak sesuai dengan kebutuhan hidup (apropriate salary – living wage);
• Pelatihan untuk peningkatan pengetahuan dan ketrampilan (Training to improve skills and knowledge);
• Keikutsertaan dalam proses pengembangan dan keputusan dalam perbaikan kualitas pelayanan tempat kerja (Participate in the planning process for the development quality of work and decision making)

Definisi tersebut merefleksi perlakuan pada para pekerja sebagai stakeholder perusahaan daripada sebagai beban biaya yang harus dikontrol. Definisi tersebut adalah juga suatu siklus pencapaian high quality workplaces, a good quality of working life for individual workers and his/her family, dan tentunya pada pencapaian high-quality organizational performance.

Keselamatan kesehatan kerja dan lingkungan (occupational health Safety and Environment (OHSE)

Para pekerja mempunyai peranan & kedudukan yang sangat penting sebagai pelaku dan tujuan pembangunan, dimana dengan berkembangnya IPTEK dituntut adanya Sumber Daya Manusia (SDM) yang berkualitas dan mempunyai produktivitas yang tinggi hingga mampu meningkatkan kesejahteraan dan daya saing di era globalisasi. Berdasarkan data dari UNDP, salah satu indikator kualitas SDM adalah Indeks Kualitas Hidup (Human Development Index =HDI) yang ditentukan oleh 3 faktor yaitu pendidikan, kesehatan dan ekonomi. Pada tahun 2000, Indonesia berada pada urutan ke 109 dari 174 negara di seluruh dunia. Dikawasan ASEAN, Indonesia berada pada urutan ke 7 dari 10 negara diatas Kamboja, Laos, Myammar.Di era globalisasi dan pasar bebas AFTA 2003, kesehatan dan keselamatan kerja merupakan salah satu pesyaratan yang ditetapkan dalam hubungan antar negara yang harus dipenuhi oleh seluruh anggota termasuk Indonesia. Ada 3 hal yang perlu diperhatikan dalam Occupational Health Safety and Environment (OHSE):

1. Lingkungan fisik tempat kerja

• Apakah tempat kerja sudah sesuai dengan kebutuhan pekerja dalam melaksanakan peran dan fungsinya?
• Apakah ada alat-alat perlindungan yang disediakan (kualitas dan jumlah yang dimiliki)?
• Akses atas informasi OHSE?
• Apakah pekerja terlindungi atas perlakukan/tindakan kekerasan dan stress di tempat kerja (workplace violence and stress – suicide, attack, beating, mobbing, bullying, harassment, kicking)

Seperti gambar dibawah ini yang diambil dari sumber: ILO, ICN, WHO, PSI – Workplace violence in the health sector, synthesis report 2002 (bisa didownload disini)

2. The attitude of management :

-          Apakah memiliki dan menerapkan kebijakan OHSE?

-          Ketersediaan sumber-sumber dan dukungan yang layak bagi pelaksanaan OHSE ditempat kerja?

-          Pencegahan dan perlindungan pekerja atas terjadinya pelanggaran OHSE ditempat kerja? Sakit, trauma, cacat, meninggal!

3. Training tentang keselamatan dan kesehatan kerja

Jam kerja yang sesuai (suitable working time)

Kerja dan kehidupan haruslah memiliki keseimbangan yang setara, kadang pekerja tidak peduli waktu hanya untuk mengejar kebutuhan setoran guna untuk mencukupi kebutuhan hidup. Akhirnya prinsip atas keseimbangan antara kerja dan menikmati kehidupan menjadi kabur (8 hours of work, 8 hours of rest and 8 hours of recreation)

ILO sejak awal berdirinya telah menegaskan melalui Konvensi No. 1/1919 bahwa waktu kerja adalah 8 jam perhari, kemudian melalui UU No. 13/2003 tentang Ketenagakerjaan Pasal 77 menegaskan bahwa jam kerja adalah 40 jam/minggu.

Upah yang layak sesuai dengan kebutuhan hidup (apropriate salary – living wage)

Upah menunjukkan penghasilan yang diterima oleh pekerja sebagai imbalan atas pekerjaan yang telah dilakukannya.

Bagi pekerja upah merupakan sumber utama penghasilan, dan upah juga merupakan satu-satunya sarana matapencaharian yang berdampak pada standar hidup para pekerja, status mereka didalam masyarakat dan jaminan ekonomi di masa depan.

Bagi pengusaha, upah adalah biaya untuk penggunaan jasa tenaga kerja yang merupakan suatu komponen PENGELUARAN dari suatu bagian biaya produksi. Oleh karena sebagai bagian dari biaya tenaga kerja (produksi) upah mempengaruhi posisi manajemen peningkatan biaya produksi, efisiensi para pekerja dan kemampuan memperoleh keuntungan dari operasi perusahaan.

Bagi Negara upah dapat menjadi tolak ukur atas kemampuan daya beli masyarakat yang menentukan tingkat yang tinggi arah dari ekonomi nasional. Makanya berapa besar upah para pekerja sektor kesehatan, khususnya perawat?

The vast majority of nurses would prefer to work in their home countries, if they could at least earn a living wage (PSI-UNISON Research for Migrant Health Care Workers “Who Cares?”) pernyataan ini disampaikan oleh para perawat yang banyak meninggalkan negaranya untuk menjadi tenaga kerja kesehatan di negara lain, bahwa bilamana upah mereka lebih baik dari negara dimana mereka bekerja saat ini mereka lebih memilih bekerja dinegara sendiri.

Upah menurut ukuran kehidupan (living wage), secara sederhana dapat dijelaskan bahwa upah yang diterima oleh pekerja hendaknya mencerminkan pemenuhan kebutuhan para pekerja dalam menghadapi kehidupan sehari-hari yang layak (decent life), ditentukan antara lain berdasarkan:

• Konsumsi makan sehari dengan cakupan gizi/diet yang seimbang;
• Pembelian kebutuhan-kebutuhan hidup lainnya (pengeluaran aktual rumah tangga untuk berbagai barang dan jasa);
• Perubahan-perubahan dalam biaya hidup – barang dan jasa (inflasi, kenaikan harga bahan dasar/minyak, dll);
• Biaya rumah/sewa rumah, transportasi;
• Tabungan

Pelatihan untuk peningkatan pengetahuan dan ketrampilan (Training to improve skills and knowledge)

Skill dan training akan meningkatkan prestasi kerja para pekerja, dan tentunya akan membantu mereka dalam pencapaian tuntutan kualitas pelayanan (sebagai qualified workers).

Skill dan training adalah merupakan bentuk investasi human resource bagi perusahaan, dimana perusahaan mampu memenuhi kepentingan produktifas dan kompetisi atas peningkatan tuntutan pasar (layanan).

Pertumbuhan pelayanan kesehatan menunjukan peningkatan yang signifikan, dan sebagai dampak dari pertumbuhan itu bertumbuhlah pula “industri-industri kesehatan” nasional ataupun global (global health care). Karena pertumbuhan itu selain terjadi perubahan struktural sistem kesehatan terjadi pula perubahan pada tempat kerja dan tuntutan kualitas pelayanan (skill dan pengetahuan) yaitu melalui peningkatan teknologi diagnostik yang berpengaruh pada tuntutan ketrampilan baru dan spesialisasi.

Keikutsertaan dalam proses pengembangan dan keputusan dalam perbaikan kualitas pelayanan tempat kerja (Participate in the planning process for the development quality of work and decision making)

Banyak penelitian/studi menjelaskan bahwa komunikasi dan respect terhadap pekerja akan meningkatkan kepuasan ditempat kerja dan memberikan penilaian yang positif suasana lingkungan tempat kerja.

Kondisi yang saat ini dihadapi adalah bahwa dimana manajemen mengambil keputusan sementara pekerja melaksanakan pelayanan kesehatannya dengan menggantinya dengan pengintegrasikan cara bekerja bersama dengan para pekerja atas keterlibatan dalam setiap pengambilan keputusan. Keterlibatan para pekerja dipandang penting dalam setiap pengambilan keputusan dikarenakan kepentingan dalam merekrut tenaga kerja baru dan mempertahankan ketrampilan pekerja (pekerja lama), mengurangi jumlah pekerja yang absen dan peningkatan kemampuan organisasi/institusi dalam menghadapi perubahan. Hal tersebut dapat dilakukan dengan membuka peluang komunikasi yang efektif, keterlibatan dalam proses pengambilan keputusan dan pemberian kesempatan peningkatan pendidikan dan ketrampilan setiap individu, mungkin para pekerja mengatakan bahwa kemungkinan tersebut adalah mustahil atau tidak mudah, tetapi keinginan yang kuat dari pemilik modal atau manajemen (rumah sakit/lembaga kesehatan) memungkinan pencapaian yang bersamaan produktifitas (business profit) and pencapaian tujuan, tingkat harapan dan keinginan atas kehidupan yang lebih baik para pekerjanya.

 Kualitas tempat kerja yang baik = kualitas hidup baik

Kita juga percaya bahwa kehidupan layak (decent life) adalah kehidupan yang berkualitas dimana manusia mampau memenuhi kebutuhan hidup dan mendapatkan keseimbangan antara kerja dan kehidupan keluarga (pribadi). Menurut Abraham Maslow setiap individu memiliki kebutuhan-kebutuhan yang tersusun secara hirarki dari tingkat yang paling mendasar sampai pada tingkatan yang paling tinggi. Setiap kali kebutuhan pada tingkatan paling rendah telah terpenuhi maka akan muncul kebutuhan lain yang lebih tinggi. Pada tingkatan yang paling bawah dicantumkan berbagai kebutuhan dasar yang bersifat biologis, kemudian pada tingkatan lebih tinggi dicantumkan berbagai kebutuhan yang bersifat sosial. Pada tingkatan yang paling tinggi dicantumkan berbagai kebutuhan untuk mengaktualisasikan diri.

Pekerja Kesehatan adalah Human Resource

Pekerja kesehatan adalah human resource, yang berarti bahwa mereka adalah manusia yang terdidik, memiliki ketrampilan yang berdasarkan pada standar-standar profesionalisme dan yang paling mendasar adalah mereka memiliki kebutuhan hidup. Menyadari nilai yang saling dimiliki antara kepentingan profit dan penghormatan akan martabat para pekerja tentunya bisa dicapai quality of work life and improve of services:

• mempertahankan daya saing dan mempertahankan brand-image perusahaan
• mendorong investasi domestik dan internasional ke dalam sektor pelayanan kesehatan;
• mendorong terjadinya perbaikan-perbaikan dalam produktifitas dan pembagian keuntungan;
• memastikan pencegahan dan penyelesaian konflik-konflik perburuhan secara adil;
• mempertahankan/menarik sumber daya manusia yang berkualitas
• mendorong upaya berbagi komunikasi dan informasi dalam pencapaian bersama harapan-harapan yang dimiliki (mengkorfirmasikan persamaan pandangan dan mempersempit kesenjangan yang ada)

Oleh karena peran profesional tidak harus menghambat pekerja kesehatan dalam hal ini khususnya perawat untuk memperbaiki taraf upah atas profesinya sendiri.  Profesi kesehatan adalah profesi yang mulia, memperbaiki kualitas hidup dan menyelamatkan kehidupan, maka hendaknya jurang pengupahan antara profesi kesehatan disektor ini sangat tinggi, khususnya antara dokter dan perawat, dapat didekatkan sehingga pencapaian qualitas tempat kerja yang baik dapat dinikmati setara.

Driving the change

by Sandra Massiah,

With a strong belief in equality for all, Indah knows that with PSI she has the opportunity to make a positive change. Once a nurse and midwife, Indah Budiarti now works for Public Services International, promoting the value of public services and striving for social justice. Born in Sragen a small city in the island of central Java, Indah’s first job was as a nurse/midwife.

Having worked in private health care, Indah witnessed first-hand how the basic healthcare needs of her people were met only because of their ability to pay. She believes that many people in Indonesia seem to understand and have more faith in the private sector than in the public sector.

The experiences with IFIs and the current spate of globalisation have created a strong capitalist society in Indonesia. A society that seems to place material possessions above the lives of people. Indah wants to change all this. She is not too optimistic, but neither is she pessimistic. “We’re still struggling” she says. The people must be our focus. She believes that this strategy will drive the change.

I have prepared this presentation to share during PSI Communication Team training that was held on 27th June 2011 in PSI Head Office in Ferney-Voltaire, France. PSI actively using social media to advocate, campaign and share our work to affiliates. Three social media that PSI owned now I have helped to create : PSI Facebook page, PSI Twitter (@psiglobalunion) and PSI Unionbook and I am actively maintain and updating as part of the work of the communication team. Therefore, this presentation only covered three tools of the social media: facebook, twitter and unionbook. Facebook and twitter, indeed, are powerful tools but we should never forget that they are business, corporate oriented, they want profit and change the policy for security suit with their orientation and condition. They can shut down our account, ban unionists and so on. Therefore, we should aware and carefully when using this two  tools. But do not be afraid on actively using.  Though, corporate oriented but Facebook hosts thousands of politically-oriented groups including unions. I, myself, prefer unionbook. Though new and not popular yet but this networking is design for unionist and labour activists.  Unionbook allows you to interact with labour leaders, labour activists and unionists. Unionbook applications almost similar with facebook where you can create group, upload video – photo, file or music to share with your friends. Unionbook application also allows you to create blog that you can post your article or your writing. Unlike other social networking sites, UnionBook is advertising-free, respects your privacy, and is specifically designed to serve trade unionists. So, find me at unionbook and add me as your friend. You can also twit me at twitter @indahbudiarti

Why don’t your union using new media? Keeping in mind Indonesia geography, coordination and work of union can be made easier, cheaper and faster with internet compared by, for example, holding a face-to-face meeting in one town which surely costly. Please read my previous article on this blog “Indonesia: Union and The media“

Enjoy and exploring the social networking site for your union organising and campaign. Herewith my presentation on Union and New Media – Popular Social Networking Sites, feel free to download and share, but do not forget to credit where you get this material. By exploring my presentation, who do not know the important using # (hash-tag) when you tweet, so you will understand what is # mean on twitter? or what is @ on twitter? what is RT (ReTweet)

Penggalan artikel yang saya cuplik ini (tanpa meminta ijin dari penerbit) adalah diambil dari buku karangan dari almarhum I Wibowo yang terbit tahun 2004 “ Belajar dari Cina” hal 188 -204 buruh di Cina: Tercengkeram dalam hegemoni pasar

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At first, it is the main proposition: what labour movement has achieved currently is not as much as its freedom. Indonesia unions have enjoyed adequate freedom.

At the same time, however, the struggle labour been gone through has yet managed to bring about qualitatively significant change for workers’ principal interests. This proposition, of course, will not set aside facts that there are still numerous of union busting elsewhere in this country.

Union busting does no longer take form of state policy which systematically has tried to blunt labour movement such in the New Order era case. Fight against union is partially done with various modus.

There are three standard parameters to see whether union benefits its members: (1) increase in number of collective bargaining agreement (CBA); (2) improvement in workers wages and welfare, including social security availability and guarantee; and (3) the extent to which union can exert its influence upon government and political institutions as well.

Concerning the first parameter, from data available, it turns out that during the last ten years number of CBA does not increase in spite of big freedom union has compared to pre-reformation times. The current number of CBAs is 11,000, same as one in New Order. In addition, number of company regulation is still exactly same, 44,000. Ideally, number of CBAs is bigger than number of company regulations 

The existence CBA will mean that union has memberships more than 50 percent of total workers in a company and is able to negotiate. Meanwhile, company regulation is created by employer because of small memberships or non existence of within-company union.

During some last years there has been an average 8-10 percent increase in worker wage. However, the hike is still lower compared to speed on inflation rate. World Bank Jakarta Office report (Dec 2010) reveals a 2 percen decrease in minimum wage during last 10 years after comparing total increase in minimum wage and total in inflation raise.

Social security coverage also grows insignificantly. While power in union side to influence public policy is little getting better but not optimal due to fragmented labour movement.

Is there any chance?

Is there any chance to make labour movement strong? Or, will union slowly but sure vanish out leaving a history because of its inability to transform its movement? The possibility is that there is a chance provided that the movement creates a new scenario instead of keeping on hold to the existing one. Five prerequisites for the new scenario.

First, “home for union” needs to be cleaned. By this it means that Indonesia unions must adjust themselves with universal principles of union which are democratic, independent, and representative. Those are standards set by ITUC for accepting affiliates.

Democratic means that union governance should be transparent, avoid power concentration, and run leaderships rotation. These are needed because of inability in some unions to hold regular meetings, constitution dysfunctional, and no change in leaderships until currently.

Independent means that union is not sacrificed for part of political party, government, business, religions, and particular ethnic interests.  Therefore, union must be financially independent so as not tempted to use the organization for personal interests of union activist or interests of political party.

Representative means that union must have adequate memberships so in International Labour Organization word it can claims it is the organization most representative. Representative union of course must have significant members, adequate dues, and strong legitimacy to represent labour voice.

Even though small unions are guaranteed and protected under the Indonesia law, with working areas as big as Indonesia, it is almost impossible for small unions to serve the needs of their members throughout the country. In times, these unions will disappear, abandoned by their constituents.

Secondly, a strong and common pledge- or manifesto-bound coalition of labour movements needs to be built up. After the home get “cleaned” by applying those three principles, minded unions need to unite to build a big coalition.

For what? Because unions are now in ruins due to continued split, only by joining together they can turn into a strong and survive union. To be strong, the coalition must formulize its pledge, programs, and aims into an official document. And, to get recognition the coalition needs to have minimally one million members. This figure of course is not so that high considering 8 million workers joining unions currently. By having big memberships, the coalition will have respect from its partners and opponents.

Thirdly, clear principles and ideology the coalition choose. After that, the coalition needs to use the chosen ideology as their tool to fight for labour. It shall not be, for example, a mean for politic struggle, ethnic, religion, race and gender interests.

Fourthly, improvement in activists’ capacity to formulize alternative policies. One of biggest criticisms against union: union is only considered of being able to react, demonstrate with no capacity to offer alternatives.

By this, labour movement at the end is equalized with s grumpy, uncompromised, stubborn, and stupid organization. These images must be changed through leveling up capacity in workers to do analysis– or self-research—based negotiation and lobby. Resource and fund will be easily accumulated if there is a coalition.

Fifthly, labour movement is social movement. Because economy globalization has created a link with other civil actors, union has to co-operate with social institutions such as green environment, anticorruption, and gender groups.

New map.

Those five prerequisites is a new recommended map to make labour movement function. Not only for labour needs, it is also for strengthening national economy pillars.

International experience has showed the presence of strong union will have been able to lower economy disparity in a country due to their unique roles in doing economic distributions through minimum wage, CBA, and profit sharing mechanisms in a company. Strong union also helps expanding social security coverage, protecting workers from exploitation, voicing interests of marginal groups (migrant workers, informal workers, housemaid, and daily-contract workers)

Union voice has been so far ignored because it is not considered as a collective voice to maximally overcome problems adversely affecting workers: from the rampant violations against outsourced and contract workers, certainty before and upholding of laws, to lack of seriousness in government side to stop impoverishment in Indonesia workers.

Union already strong and has millions of members of whom welfares needs to be guaranteed will neither hamper national economy and investment nor trigger political instability. (Rekson Silaban – Presiden KSBSI)

Indonesiaand Singaporeare two neighboring countries which geographically located in Southeast Asiaregion. Both countries have unique characteristic that distinguish them in term of economic, social, political and cultural. For example, Indonesiais a large country[1] (BPS, 2000) and rich in agricultural products and mining, but its Human Development Index (HDI, 2007) is on 111^th. Singapore, on the other hand, according to A.T Kearney/Foreign Policy Globalization Index is categorized as one of the world’s most globalized nations (2006) with its HDI in 23^rd despite its territory is only about 710,2 sq km (SDS, 2008). Singaporean per capita income is USD 49,704 compared to USD 3,712 of Indonesian. Referring to these reports Singapore is categorized under the group of developed countries while Indonesia is under developing countries group

Indonesiauniquely is the only member of ASEAN (the Association of Southeast Asian Notions) joint with G20 members. This situation puts Indonesia to become a country which must have economic policies and market that will be a best option to capitalize the G20 membership in order to advance its interests, especially as it provide an avenue to engage itself with countries of the G8 as a ‘global steering group’ on high profile and priority issues. Meanwhile, Singapore has already provided political stability and economic security with good infrastructure which placed itself as a regional hub for international finance, trade services, telecommunications, tourism and, more recently, in the area of arts and culture (Velayutham, 2007). 

This paper will discuss roles and strategies taken byIndonesiaandSingaporeunions in dealing with during their existence and challenges they must face with under neo-liberal globalization and restrictive system of labor law.

Union’s Strategies along the Road, now Faced with Informalization of Work: Indonesia

Glassbuner (2007) said that labor movement in Indonesia had started since 1908 and influenced by nationalist aspirations for freedom. Political and ideological considerations had frequently been more important that economic demands. During Dutch colonialism, “labor union” was affiliated to political parties which, in general, struggled for Indonesian independence. For example, armed labour units called lasykar buruh were involved in defending workplaces against enemy force and were known to have seized foreign-owned production facilities in the nationalist cause. (Hutchison and Brown, 2001).

During 1950s, Indonesian labor movement became stronger, probably the strongest in Indonesian labor movement history, reflected by better legal protection toward workers. For instance: at that times government decided to set working hours at 40 hours/week whereas most other countries still standardized 44-48 working hours per week, enacted Law No21/1954 on Collective Bargaining, ratified ILO Convention No 98/1949 concerning Right to Organize and Collective Bargaining. However, after this golden period, Indonesian labor movement had turned dramatically from “revolutionary nationalism”[2]into centralistic one following approach taken and imposed to every single social and political entity by New Order regime under Soeharto. Centralistic nature of the movement were represented by single union FBSI (Federasi Buruh Seluruh Indonesia) which in 1985 transformed itself into SPSI (Serikat Pekerja Seluruh Indonesia) and finally into FPSI (Federasi Pekerja Seluruh Indonesia). During his leadership, freedom of association was not hindered, but workers must be member of FSPSI[3]; workers were tamed and controlled by using military and police forces, and as a result new order became paradise for foreign investors and domestic capitalist cronies (Heryanto and Mandal, 2004).

It’s a credo within capitalism to take maximum profit with minimum capital and efficiency and effectiveness as its magic words. After Suharto stepped down from his crown and replaced by his successors—during which some provisions seemly take workers on favorable position such as ILO Convention No. 87/1948 ratified—unions emerged like mushrooms in rainy season[4]. Nevertheless, workers gained little benefit from this unprecedented freedom. Enactment of Law No 13/2003 was allegedly an intervention of international capitalist which has created informalization of work. Under this law, companies get permit to subcontract and outsource their workloads which in turn limited workers from their access to establish union within their workplaces. That is only one challenge workers must faced with during post-Soeharto era. Other problem with this Law enactment is that the law provides companies with minimum wage which regulated under its derivatives, i.e., Government Regulation (Keputusan President) and Local Decree (Peraturan Daerah). In practice, minimum wage has become maximum wage workers receive for. This, in turn, has limited dues workers-union members pay for and weakened union to implement its programs. The logic consequence from this situation is that unions are now competing one with another for memberships which in turn weakening its bargain position before employers and government. And now, as globalization brings about borderless territory and, in consequence, in-and-outflow workloads across countries, the crucial task Indonesian union must dealt with is to protect migrant workers[5].

Benefits from Symbiotic Ties

Labor relations in Singapore, National Trade Union Congress (NTUC), has been confirmed by a shared consensus they built since the beginning of ‘symbiotic’ relation with the ruling party, PAP (People’s Action Party). “The parties are convinced of their commitment to the building of a democratic, just and prosperous society for the workers and all in Singapore. The symbiotic relation has been due to historical factors, conflict between communist group (Barisan Socialis) and nationalist (PAP). Biggest victory PAP gained on 1959 legislative election was a stepping-stone for the PAP-NTUC symbiotic relation (Singapore Government Press Release, 1984).

PAP agreed to support NTUC financially and administratively and, in return, NTUC agreed to accept a new set of legal restrictions on its freedom of association, including the granting of legal protection to the exercise of the management prerogative. Symbiosis relationship also means that the NTUC General Secretary is appointed or approved by the government and is given cabinet seats (Woodwiss, 1998).

Through the experience of industrial unrest in the years 1954-1954, the government (PAP) in 1960 published the Industrial Relations Act (IRA) which provided the legal framework for union and employers to settle the industrial dispute. To create a laissez-faire atmosphere, in the year 1968 Prime Minister Lee Kuan Yew successfully pushed through Parliament a new employment bill and amendment to the 1960 IRA.

Political stability and national security has become an important key toSingaporeeconomic growth which heavily relies on manufacturing, financial services, and trading. Labor movement must be controlled in order to create the two keys above. Flexible market and labor flexibility have been used as means to attract investment, andSingaporeadministration has not set a minimum wage. Employers have been given discretion to set wage based on business performance and, in turn, this has become a strong reason for the business to adjust (cut-off) salary during crisis to prevent dismissal. In June 2002, the Industrial Relations Bill was passed; it stipulates that newly established companies can provide more favorable conditions that the minimum conditions in the Employment Act (ITUC, 2008).

Recently NTUC has about 500,000 members or 20% of workforce (Ibid), and has become single labor movement inSingaporewhich has not only been a bargaining agency but also fully engaged in social and economic development ofSingapore. Workers welfare has been an orientation and in strengthening purchasing power  of workers NTUC offered Social Enterprises ranging from supermarkets, healthcare, clubs, income, thrift, etc. (NTUC, 2009).

Singapore are also heavily depended on foreign labor[6], especially lower skilled workers (Singaporean does not want to fill these jobs because of low payment) which are concentrated around construction industry, domestic services, manufacturing and marine industries; the number was estimated around 248,000 in 1990 to 670.000 in 2006 (Yeoh, 2007). Their employment conditions has been under contract system in accordance with the work permit. In April 2009 (NTUC, 2009), NTUC openedMigrantWorkersCenter with three objectives: (1) provide humanitarian assistant; (2) promote fair employment practices; (3) facilitate harmonious co-existence between local Singaporean and foreign workers. The center is a result of NTUC Migrant Workers Forum which was established in 2003, bringing together unions in industry with large numbers of foreign workers. The Center also provides some activities and facilities for migrant workers both educational and recreational in nature.

Conclusion

It is difficult to define types of union in Indonesiatoday, especially in term of their policies and strategies in dealing with current global challenges. Fragmentation into multiplicity unions has in fact put the union into competitive arena for membership. This situation clearly will prevent working-class to cope with neo-liberal environment which increasingly erodes spaces for formal labor market. This situation is contrasted to NTUC which has utilized political unionism with great influence from ruling political party today, PAP, both administratively and financially. With reason to avoid social disturbance, building secure, stable and reliable social construction has been offered as an environment to attract foreign investors into Singapore, and Indonesia has also been offering the same but relative failed due to not-yet capability in Indonesia administration to give such guarantee.

Government of Singapore, PAP, from the beginning has offered ‘economic concession’ (Clark and Clement, 1978, p.73) to win the confidence of the working classes, and this is necessary to develop Singapore after get the freedom from British colonialism and Malaysia Federation (1965 ). But behind all these, it could mean that the PAP has been anti-union movement, and in fact this had been also happened during Suharto administration in Indonesia. Iron triangle was executed in labor-management relationships involving workers, employers and government with intention to avoid disputes and build “trust and harmonious relation”. Indeed, Singapore has been success in implementing “tripartite” and so did Indonesia during Soeharto era called Hubungan Industrial Pancasila[7]. This is also in line with what was said by Turner (2006) that global liberalization is driving ‘logic of participation’, seeking a partnership for sustained participation (NTUC), or doing outsourcing and union-busting as happened and experienced by workers in Indonesia today.

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