Rahmat Wibowo published a structured case article accusing PT Nomnie Technologies Indonesia and Liven-related HR of procedural misconduct in Dinda Rhapsodya's probation termination, questioning whether statutory notice rules were followed and whether abusive language and an improper police report undermined fair process.

Alleged HR Misconduct and Probation Termination Dispute: Study Case Of Dinda Rhapsodya Alleged HR “ Misconduct and Probation Termination Dispute: Study Case Of Dinda Rhapsodya From Nomni Nomni.Al ( Rahmat Wibowo (+ Follow A structured public-interest case article based on screenshots and available Indonesian employment-law references. This draft separates verified records, disputed claims, legal questions, and recommended next steps. We are the Dinda Rhapsodya ® =: ‘Ropenmetionisearonesenmee nosing Executive Summary This case concerns a probation termination issued by PT Nomnie Technologies Indonesia / Liven-related HR representatives after an offer email dated 2 March 2026 and a start date of 1 April 2026. The termination email shown in the evidence was sent on 21 April 2026 at 4:52 PM, with an effective termination date of 28 April 2026. The termination ground was described as the company's assessment that standards and expectations were not met during probation. The central concern is not merely that a probation relationship ended. The concern is the alleged process: whether statutory notice rules were followed, whether management stakeholders were properly informed, whether the employee was denied any meaningful explanation, whether parallel Disnaker discussions were undermined by a police report, and whether abusive or discriminatory language was used during the dispute. Evidence Timeline 2 March 2026 The offer email states the successful application and identifies the role as full-time permanent employment, with a start date of 1 April 2026. 1 April 2026 Employment begins according to the offer email screenshot. 21 April 2026, 4:52 PM The termination email is sent to the personal email address because company email access had reportedly been suspended. The employee is placed on garden leave effective that day, and termination is set for 28 April 2026. 21 April 2026, evening In WhatsApp, the HR representative states that during probation the company is “not required to provide specific performance metrics” and that “the decision is final.” 22 April 2026 onward The employee continues dispute-related communication and sends a case report / Linkedin report link. Later screenshots show demands for full documents, reference to police/legal documents, and discussion of criminal-law provisions. Legal and Compliance Context 1. Probation termination notice period Indonesian employment commentary and the cited PP No. 35 Tahun 2021 source state that ordinary PHK notice is generally 14 working days, while PHK during probation requires notice no later than 7 working days before termination. The same rule is summarized by Wagelndicator and other Indonesian employment-law references. Source: PP. No. 35/2021 PDF via Hukumonline Learning; Wagelndicator Indonesia PHK summary. Issue: the screenshot shows notice on 21 April 2026 with an effective date of 28 April 2026. That is seven calendar days, but depending on counting rules and public holidays/weekends, it may not equal seven working days. This is a key issue for Disnaker review. 2. Right to reasons and fair process Even if probation gives an employer wider discretion, an HR statement that no explanation is required creates a governance and fairness issue. A lawful termination process should still be documented, internally consistent, and capable of being explained to labor authorities if challenged. Alleged Misconduct Points Why This Matters Probation does not erase procedural responsibility. A company can decide that a probationary employee is not the right fit, but the process still needs to be transparent enough to withstand labor scrutiny. The screenshots raise a reasonable question: was this a documented assessment, or a post-hoc termination with no measurable basis? For HR, the professional standard is simple: document the reason, align with managers, apply statutory notice correctly, communicate respectfully, and never escalate a labor dispute into a criminal or reputational conflict unless there is a clear, proportionate, evidence- based reason. #HRMisconduct #EmploymentLaw #LaborRights #DueProcess #WorkplaceAccountability #Professionalism #IndonesiaEmploymentLaw #Disnaker #CorporateGovernance #EmployeeRights #HRAccountability #LegalProcess #WorkplaceEthics #Leadership #RahmatWibowo