Rahmat Wibowo accused the account 'pathfinder' (PT Arkana Solusi Digital) of targeted online harassment, framing himself as responding to toxicity with a Quranic verse while providing detailed Indonesian labor-law analysis and casting the employee as a toxic harasser.

The Harasser Who Asked aLegal Question : PT Arkana Solusi Digital Company Toxic Employee Rahmat Wibowo - June1,2026 The Harasser Who Asked Adocumented account of targeted online harassment by account "pathfinder" (PT Arkana Solusi Digital ) of Infraloka and how Rahmat responded with Surah Al-Hujurat as a precision counter to toxicity, followed by a full legal analysis of the employment law question at the center of the dispute. APublic Forum. A Legitimate Question. An Unprovoked Attack. On May 29, 2026, "pathfinder" (Arkana) posted a question in f/Publik about Indonesian labor law -- specifically, whetherresigning from anillegally structured PKWT could resutt in fines. The post reached 4,000 views and 49 comments. Inthe parallel forum f/KawalRahmatWibowo -- a community built exclusively to surveil and target Rahmat Wibowo personally -- pathfinder was engaged ina pattern of toxic commentary directed at Rahmat. Rahmat representing Infraloka, chose not to respond with insults. Instead, he deployed Surah Al-Hujurat -- the Quranic chapter on conduct, verification, and the prohibition of mockery -- directly at the source of the toxicity. It was not an attack. It was a mirror. f[KawalRahmatWibc pathfinder < f[Publik Resign saat PKWT ketika kontrak perusahaan tidak sesuai PP Answering the Question the Harasser Ignored: PKWT Lawin Indonesia Pathfinder asked areal legal question and then chose personal attack over substantive exchange. Let us provide the full legal analysis the original post deserved -- the kind of answer Infraloka exists to give. The employment scheme described -- 6 months probation followed by a 2-year PWT -- is not merely unusual. Itis structurally illegal undercurrent Indonesian law. Here is the complete legal picture The Regulatory Stack Three key instruments govern this situation: Manpower Law Job Creation Law (iota Keria) ‘Government Regulation on PKWT Question I: Is this company's employment scheme -- 6 months probation then PKWT -- actually illegal? Yes. This is unambiguous under Indonesian law. Under Pasal 58 UU Ketenagakerjaan as amended by the Cipta Kerja Law and reinforced by Pasal 12 PP 35/2021, a PKWT (fixed-term contract) absolutely cannot include a probation period. Probationis exclusively reserved for PWTT (permanent employment agreements) and is capped atamaximum of 3 months. If a probation clause is included in a PKWT anyway, the lawis clear: that clause is "batal demi hukum" -- null and void by operation of law. The worker's tenure is counted from day one of employment, and all rights attach from day one. The employer cannot use this illegal structure to limit worker rights or use the probation period as a justification for any adverse action, Pasal 58 UU No. 13/2003 as amended by UU Cipta Kerja “Perjanjian kerja untuk waktu tertentu tidak dapat mensyaratkan adanya masa percobaan kerja. Dalam hal disyaratkan masa percobaan kerja dalam perjanjian kerja untuk waktu tertentu, masa percobaan kerja yang disyaratkan tersebut batal demi hukum.” Question 2: If resign 6 months into a2- year PKWT, can the company fine or sue me? Potentially yes but with major caveats that likely protect you here. Under Pasal 62 UU Ketenagakerjaan, when either party terminates a PKWT before its agreed expiry date, the terminating party owes the other party compensation equal to the remaining wages for the contract period. So theoretically, if you resign 6 months into a 24-month PKWT, you could owe 18 months of salary as gantirugi. However, three critical factors likely neutralize or drastically reduce this liability in the case described: The contract itself is illegal. APKWT built on anillegal foundation (containing a probation clause, or imposed after a probation period when one should not exist) is challengeable. Courts have found that PKWT contracts that violate mandatory provisions canbe converted to PKWTT status, which changes the entire termination framework. No contract number, no stated penalty amount. As noted inthe thread by PajakFOMO, the contract had no official number and no specified penalty amount. An informal, unregistered contract with no penalty figure weakens any enforcement claim significantly. You can still claim your compensation. Under Pasal 17 PP 35/2021, evenif youresign early, the employeris still obligated to pay you proportional uang kompensasifor the months you actually worked. This right is mandatory and cannot be waived Pasal 62 UU No. 13/2003 -- Early Termination “Apabila salah satu pihak mengakhiri hubungan kerja sebelum berakhimya jangka waktu yang ditetapkan dalam perjanjian kerja waktu tertentu... pihak yang mengakhiri hubungan kerja diwajibkan membayar gantirugi kepada pihak lainnya sebesarupah pekerja/buruh sampai batas waktu berakhirnya jangka waktu perjanjian kerja.” Question 3: What resignation grounds could give me protection from penalties? Under Pasal 61 ayat (1) UU Ketenagakerjaan and interpretations under PP 35/2021, youare exempt from paying gantirugiif any of these apply: 1. Company violated mandatory employment provisions. If the company failed to pay wages on time, committed acts of intimidation or physical violence, endangered your safety, or violated regulations -- you have legal grounds to resign without penalty. The illegal probation scheme itself is a violation. 2. Force majeure. Events making continued employment impossible, by mutual agreement. 3. Mutual agreement. If both parties agree to end the contract without penalties, no ganti rugiis owed. 4. Court or PHI order. If a court or the Industrial Relations Court (Pengadilan Hubungan Industrial) resolves the dispute, its ruling governs. Additionally, if you gave proper written notice (at least 30 daysin advance per Pasal 36 PP 35/2021) and continued performing your duties until yourlast day, you strengthen your position considerably. Some companies also voluntarily waive penalties for compliant resignations -- check your actual contract language carefully. PKWT vs PKWTT: Side-by-Side Comparison How to Calculate Your Uang Kompensasi Under Pasal 16 PP 35/2021, the formulais straightforward: PP 35/2021 Pasal 16 -- Compensation Formula For PKWT of 12 consecutive months: 1 month salary. For PKWT of Imonth or more butless than 12 months: (months worked /12)x1 month salary. For PKWT of more than 12 months: proportional per monthworked /12x1month salary, In the specific case described: 6 months worked out of a24-month contract. Uang kompensasi owed = (6/12)x1 month salary = 0.5 months salary. This is owed to the workerregardless of who terminates and regardless of any penalty situation. Itis a mandatory right that cannot be negotiated away. Legal Summary -- For the Original Poster Your employer's scheme is structurally illegal from the outset. Probation ina PKWTis null and void under Indonesian law, If youresign early, ganti rugi exposure exists under Pasal 62, but your strongest position comes from the employer's own violations. Document everything illegal contract structure, any non-payment, any intimidation orregulatory breach. These are your exit grounds. Anunregistered contract withno contract number and no specified penalty amountisa significantly weaker enforcement instrument. Consult a Dinas Ketenagakerjaan officer orlabor lawyer before resigning to formally establish the violations in writing. You are also entitled to uang kompensasi proportional to 6 months regardless of the outcome. Do not leave without claiming it. On Accountability, Harassment, and Choosing to Educate Rahmat Wibowo did not respond to toxicity with more toxicity. He responded with Surah Al-Hujurat -- a chapter about conduct, truth, and the obligation not to mock. When pathfindermocked that response, the argument was settled. This article names the behavior, preserves the record, and answers the legal question that was never properly answeredin that, forum. Indonesia's labor lawis complex, underenforced, and frequently abused by employers who count on workers not knowing their rights. Platforms that exist to harass those who try to educate workers serve the interests of those same abusive employers. The answer to illegal probation clauses is not mockery. Itis law. #KawalRahmatWibowo #infraloka #PKWTindonesia #Hukumketenagakerjaan #HakPekerja #AntiHarassment #SomasisAsAService #RahmatanlilAlamin #PP352021 #UUCiptakerja #TenagaKerjaindonesia #DigitalAccountability