ACV-CSCIASIA.ORG, BANDUNG – The measure of the strength or existence of a labor union can be seen from how large the number of members is, then the number of Collective Bargaining Agreements (CBA) and the amount of contributions.
KSBSI through the ACV-CSC International Regional Asia program which was coordinated by Maria Emeninta at the 2024 KSBSI National Working Meeting which was held in Bandung on 08-10 August 2024, held a seminar on CBA Analysis with the theme “How Great is Your CBA”.
Currently KSBSI has 276 CBA out of 3,150 Commissariat Administrator (company level labor union officials), or around 8.8% consists of KSBSI affiliated federations namely F Hukatan 87 out of 727, F PE = 23 out of 106, F Lomenik = 41 out of 181, F KUI = 15 of 640, FSB Garteks = 36 of 209, FSB Kikes = 13 of 211, FSB Nikeuba = 24 of 435, Fesdikari = 3 of 20, FSB Kamiparho = 23 of 372, FTA = 1 of 200, Sebumi and SBMI= 10 of 49.
Of the many CBA held by KSBSI members, it could be said to be the ideal one based on an assessment of the aspects of Freedom of Association, Wages, Gender, OSH (including Climate Change and Just Transition), Social Security, including Welfare. This is in the mining sector, namely FPE/mining, especially from the Freeport group = 95% above regulations.
Then the standard CBA, namely the CBA whose assessment results are only partly innovation, partly copy and paste regulations, but is quite strong in the aspect of freedom of association.
The CBA is minimal, that is, the assessment is almost all copy and paste regulations but there are thematic innovations. for example regarding gender.
Several recommendations from this program, regarding strategy analysis towards higher quality CBA,
- The capacity of the CBA negotiating team affects the quality of the CBA
- Central manajement board intervention/involvement is very influential: the process and content of the CBA
- Pre-negotiation: persuasive dialogue on certain issues
- Need a CLA model with sectoral characteristics (mining, palm oil, manufacturing, office)
- Special attention: involvement of women as negotiators
- The urgency of socializing/campaigning/strengthening the wage structure and scale and COS issues.
- There is still a need to mainstream thematic issues: Just Transition, KBG/GBV and technological/AI transformation factors
- Encourage the quality and quantity of KSBSI CBA: 8.8% towards 10% ???
The follow-up plan for 2024 to 2025 is through CBA lobbying/negotiations, special approaches/actions or campaigns on certain issues – if needed, as well as including one or all three regional issues in the CBA: CC/JT. HRDD and AI.
