Rahmat Wibowo accused Nomni.ai (PT Nomni Technologies Indonesia) of weaponizing probation termination, erasing evidence, withholding referral compensation, and threatening criminal defamation charges to silence his labor dispute, framing it as a systematic violation of Indonesian labor law.

When Probation Becomes a Weapon period ambiguity, evidenc sure, unpaid contribut intimidation, and the weaponization of criminal law against a labor epute complainant. When Probation om Becomes a Weapon : Missconduct by Nomni . ai Formerly Liven (PT Nomnie Technologies Indonesia) Leading POS System A systematic account of PKWTT termination violations — notice period ambiguity, evidence erasure, unpaid contributions, intimidation, and the weaponization of criminal law against a labor dispute complainant. Indonesia's labor law exists to protect both employer and employee. It balances flexibility for companies with basic dignity for workers. But what happens when that balance is deliberately broken — not by accident, but by a coordinated sequence of decisions designed to deny rights, erase evidence, and silence dissent? This is my account. | am writing it not in anger, but in obligation — to Indonesian labor law, to professional transparency, and to every job-seeker who deserves to know what they may face when they enter certain startup environments without adequate legal literacy. Notice Period : The 7 Days That Didn't Add Up My employment contract specified a 7- day notice period for termination during probation. It did not clarify whether those 7 days meant calendar days or working days. Under Indonesian labor law — specifically the framework of UU No. 13/2003 as amended by UU Cipta Kerja — ambiguity in contract language must be resolved in favor of the employee, not the employer. The company chose to interpret this ambiguity unilaterally, applying calendar days including weekends and public holidays. In a startup operating with a garden leave model — where the terminated employee is relieved of duties immediately and placed on paid leave during the notice period — the distinction between 7 calendar and 7 working days becomes materially significant. It affects compensation baseline, severance calculation, and procedural due process. Immediate Access Revocation & Evidence Erasure Within hours of the termination notice, all my digital access was revoked — including systems, records, and internal platforms containing evidence of my contributions. This practice has become disturbingly common in Indonesian tech startups: termination is weaponized as an opportunity to erase the evidentiary trail before any dispute process can begin. The erase happened It war mircote ar dltersts Under destuctonorremonlofenzence lean ta feeseeble cape come gel cotony— tina proceaa ght Unpaid Contributions : 50+ Referrals Reclassified as Voluntary Before my official start date, | had already built a referral pipeline of more than 50 candidates sourced through my professional network. On Day 1 of employment, | formally presented this initiative. Some of these referrals progressed to advanced interview stages — some reaching final evaluation. When my termination was announced, all of them were suddenly rejected: not individually evaluated, but systematically declined. The company's stated position was that the referral activity was “optional” and not part of my formal job description, and therefore not eligible for any bonus or commission. This despite: + The work was performed in direct service of the company's hiring needs I presented it proactively on Day 1, signaling clear professional intent No written policy was cited at the time of my initiative excluding referral bonuses from my role Candidates" disqualification was temporally correlated with my termination — not any independent evaluation Compensation wor potemed ~ ears of wheel asgned or ‘otrtariyundoraten win te soe of employment ~ as wr mba as peteroon A campary cane: nceot he beet of wk then ero8cvaly ‘cbaty ar Bone when convener Fatt inert Settlement Demand :A Gag Demand Without Resolution | was asked to stop pursuing the dispute. The request was not accompanied by any offer to address my substantive concerns — not the notice period ambiguity, not the referral compensation, not the evidence erasure. nln tas go lenin exchange for noting Mat nota setae 8 sec ater: Ard sugess anor — one ater side ~ ta the conve oud nwt sey Criminal Defamation: A Misapplication of UU No. 1/2023 Following my refusal to stand down, a threat was raised: legal action under Indonesia's new Criminal Code (UU No. 1/2023) on grounds of corporate defamation. | want to be precise here, because this threat has a legal architecture worth examining publicly. | have consistently referred to the institution — its policies, practices, and decisions — not to any individual person. Indonesian criminal defamation law, even under the revised KUHP, requires that the statement be directed at a specific person, be false, and be made with intent to harm reputation. None of these elements apply, because my statements are: * Directed at professional conduct and institutional decisions — not individuals + actually grounded in documented events + Made in the context of a legitimate labor dispute — a legally protected act of advocacy Lane terse of coming preset sug 9 aber depute comesiint Jefe groceries fom ctaeriplce ntmcaton so ret mate te noc eee cme dasenear revels sr men fo woapencenaceer No Reason Given: A Myth Wearing Legal Clothes The position taken was that during a probationary period, no reason for termination needs to be given. This is a partial truth that functions as a full lie. While Indonesian law grants employers broader discretion during probation, it does not grant blanket immunity from accountability. Termination during probation still must not be: * Discriminatory or retaliatory in nature + Connected to the exercise of a worker's legal rights — such as raising a pay or contribution dispute Accompanied by evidence erasure, access revocation, or criminal intimidation hon absent appr tagetnor - susnternraton inmost sccere ‘hind ret — th ater are dr ney inc Ti ot leroy eerang probationary ascratns Theis rooted nqresi erage Why I Am Writing This | believe in the principle of rahmatan lil alamin — mercy and benefit for all creation. That extends to holding institutions accountable when they harm those within their reach. It is not contradiction; it is duty. 1am writing this for the Indonesian professional who signs a startup PKWTT and trusts that the contract means something. It should. And when it does not, there are legitimate channels — bipartite negotiation, Disnaker mediation, PPHI proceedings, and public professional discourse — through which accountability can be sought. | have used every one of them. | continue to do so. If you are a legal professional, HR practitioner, or labor rights advocate who sees patterns in this account — | welcome professional conversation. The Indonesian labor law ecosystem is still maturing, and cases like this are how standards get defined. #LaborRights #WorkerRights #PKWTT #HukumKetenagakerjaan #IndonesiaTech #StartupAccountability #Professionallntegrity #UUCiptaKerja #HRProfessionals #EmploymentLaw #IndonesiaLaw #PHK #Ketenagakerjaan #Karirindonesia #ProfessionalRights #LinkedInindonesia #TechIndonesia #Startupindonesia #Transparency #JusticeAtWork