Rahmat Wibowo published a structured legal analysis accusing Dinda Auchterin Rhapsodya and PT Nomnie Technologies Indonesia of improper termination, disability-based verbal humiliation, and weaponizing a police complaint amid an active labor dispute, framing the criminal report as bad-faith leverage.

Employment Di Becomes a Criminal Complaint When an Employment Dispute Becomes a Criminal Complaint: Nomni Nomni.Al Study Case Under Shahrooz Chowdhury and Dinda Rhapsodya the HR that Made It py Rahmat Wibowo + Follow A structured legal analysis of Rahmat Wibowo's dispute with Dinda Auchterin Rhapsodya and PT Nomnie Technologies Indonesia, including allegations of improper termination procedure, verbal abuse, police-report weaponization, and defective summons handling. A private labor dispute appears to have escalated into procedural pressure. This report evaluates a sequence of events involving Rahmat Wibowo, former Senior DevOps Engineer at PT Nomnie Technologies Indonesia Liven Nomni , and Dinda Auchterin Rhapsodya Dinda Rhapsodya , the company's HR Operations Manager. The central concern is not a single isolated disagreement. It is the convergence of an employment termination dispute, alleged verbal humiliation, an active manpower mediation process, and a police complaint that Rahmat argues was filed without prior clarification or legal notice. The analysis identifies four institutional or personal actors: Dinda Rhapsodya , PT Nomnie Technologies Indonesia Nomni , Polres Tangerang Selatan, and Polsek Cisauk. Each is assessed under a different legal lens. Dinda is examined for alleged insult, disability-based humiliation, and possible bad-faith criminal reporting. The company is examined for civil responsibility over HR conduct and alleged errors in calculating the termination notice period. The police bodies are assessed for procedural due diligence, address handling, and whether their actions created a risk that Rahmat would appear non-cooperative through no meaningful fault of his own. Urgency Note The police clarification invitation was scheduled for Friday, 26 June 2026 at 13:00 WIB. According to the report, Rahmat learned of it on 25 June 2026 via WhatsApp from a boarding-house caretaker, leaving less than one day to prepare. aha Witowe Din Aueterin Rhapsody The timeline shows a fast escalation from termination to mediation to criminal reporting. The legal picture turns on notice, intent, proof, and procedural fairness. Seven days or seven working days? The employment agreement required written notice no later than seven days before termination. Because the contract did not define whether this meant calendar days or working days, the report invokes worker-protective interpretation and argues that the effective termination date should have been 30 April 2026, not 28 April 2026. Defamation Defense Public interest and self-defense The police report reportedly relied on Articles 441 and/or 433 of Law No. 1 of 2023. The analysis emphasizes Article 433 paragraph (3), which excludes punishment where the statement is made in the public interest or under necessity of self-defense. Verbal Insult Alleged disability-targeted humiliation The report alleges that Dinda used abusive language during a phone call and referred to Rahmat's bipolar condition in a degrading way. If proven, the conduct is analyzed under Article 436 of the new KUHP and disability discrimination principles. The report's theory is that the criminal process may have been used as leverage during an unresolved labor dispute, rather than as a proportionate last resort. Analytical conclusion, translated and condensed from the source report The report maps different allegations to different legal consequences. The report prioritizes immediate procedural protection before broader claims. Emergency actions before the 26 June 2026 clarification schedule 1. Attend Polsek Cisauk if physically possible, while making clear in writing that Rahmat appears as a witness, not a suspect, and that the summons was only learned of on 25 June 2026. i . If attendance is not realistic, send a formal written notice explaining late receipt, lack of preparation time, and willingness to attend on a properly rescheduled date. al Bring or attach the employment agreement, termination letter, manpower mediation documents, and the WhatsApp image showing indirect receipt of the summons. Next seven days 1. Send a written response to Polsek Cisauk requesting rescheduling and proper delivery to the BSD address. i . Preserve all evidence of the alleged phone insult, including recordings if available or a sworn chronology if no recording exists. ad Continue attending Disnaker mediation sessions to avoid giving the opposing side a non-cooperation narrative. a Seek labor-law or legal-aid counsel for police and manpower proceedings. Within thirty days 1. File a complaint to Propam or Kompolnas regarding summons delivery and contact blocking, if the facts can be documented. nv . Send legal notices to Dinda and PT Nomnie regarding the alleged insult, disability-related harm, notice calculation, and unpaid compensation claims. = Request formal review from Polres Tangerang Selatan on the basis that the matter arose during an active employment dispute and lacked prior clarification. Rahmat's position is assessed as materially stronger, but proof remains decisive. The report concludes that Rahmat's defense against the police complaint is strong because his statements can plausibly be framed as self-defense and public-interest speech in the context of a documented employment dispute. The absence of prior legal notice from Dinda, the active Disnaker mediation, and the existence of concrete termination documents all weigh against a clean defamation theory. At the same time, several of Rahmat's affirmative claims depend on proof. The alleged phone insult is legally serious but evidentiary strength will turn on recordings, witnesses, admissions, or a credible contemporaneous chronology. The employment notice claim is more document-driven and therefore stronger. The police-procedure complaint is also relatively concrete because it centers on address selection, delivery timing, and documented communication barriers. The final recommendation is to preserve procedural rights immediately, avoid any appearance of non-cooperation, document every communication, and use written legal notices before escalating to civil litigation, disability- rights complaints, or police oversight channels. = Professional... (Subscribe ) ——_EaE—E—_—oOr 401 followers Like Gcomment ~F share Ce