Specific Term and Condition

1. PT CICANA INDONESIA CORP is a limited liability company that operates a business providing services through the website cicana.co, a platform that offers domestic worker services. Hereinafter referred to as CICANA.
2. The Terms and Conditions are an agreement between the service user and CICANA that sets forth a set of rules governing the rights, obligations, and responsibilities of the service user, the Worker, and CICANA, as well as the use of the CICANA service system.
3. A User is a party who uses CICANA’s services to find domestic workers.
4. An Employer is a registered user who requests services provided by Workers on the CICANA website.
5. A worker is an individual who is registered on the CICANA website, meets the selection criteria, and has gone through a screening process in accordance with CICANA’s standards.
6. A Deal is the stage at which a Worker and an Employer who have both confirmed their interest to CICANA indicate that they are a good match; they are then guided by the CICANA team to the next stage.
7. A conference call is a telephone call service moderated by the CICANA Relations Team, involving two participants—the Worker and the Employer—who have reached the “Deal” stage. This service aims to minimize the risk of miscommunication and ensure that all necessary information is clearly conveyed during the interview process between the Worker and the Employer.
8. The adaptation period is a time for the employee to adjust to working at the employer’s workplace, providing an opportunity for both parties to get to know each other, adapt, and assess their compatibility.
9. Live-in workers are workers who work at the employer’s premises and stay overnight at the employer’s premises
10. A live-out worker is a worker who works at the employer’s premises but does not stay overnight at the employer’s premises.
11. A temporary worker is an employee who works for a specific period agreed upon between the employer and the employee, ranging from a minimum of 4 (four) days to a maximum of 1 (one) month at the employer’s location.
12. Interview assistance is a program designed to help you if you face challenges or have limited time to conduct the employee recruitment process. The Cicana team will assist with interviewing job candidates using the Interview Assistance Template provided exclusively to you in a comprehensive manner until you reach an agreement with a suitable employee in accordance with the applicable terms and conditions.
13. A CICANA Partner is a partner that collaborates with CICANA to provide job candidates for further screening by CICANA.
14. A Transportation Agency is a partner that collaborates with CICANA and is separate from the CICANA entity; its role is to assist in arranging transportation for departure and accommodations for CICANA workers.

1. No personal identification documents of the Worker—such as an ID card (KTP), family card (KK), or other documents—are retained. However, if you, as the Employer, have informed the Worker during the interview and both parties have “agreed” for a specific reason to retain personal documents for the duration of the employment relationship, this exception applies. Please note that in the event of termination of employment, any retained personal documents must be returned to the Worker.
2. Workers from CICANA are between the ages of 18 and 50 (*the age limit of 50 may vary depending on the Employer’s request).
3. Workers must have a registered personal identification, available in both physical and digital formats.
4. Employees who work on major religious holidays are entitled to overtime pay or compensatory time off.
5. Employees participate in general health screenings organized by CICANA if the Employer chooses to use such services, subject to applicable terms and conditions.

1. The School of ART account will be provided to the Employer after the administrative fee has been paid.
2. CICANA employees are required to take the School of ART online training course starting from the beginning of the orientation period and no later than 2 (two) weeks after the orientation period ends.
3. Before CICANA workers attend the training sessions, we strongly encourage workers and/or employers to participate in the Google Meet session on the School of ART Training Implementation Guidelines, which has been scheduled by CICANA, so that workers and employers can understand the steps for participating in the School of ART online training.
4. Employers are more than welcome to assist in guiding employees during the School of ART online training sessions.
5. Workers who graduate from the School of ART will receive a certificate, provided they have been employed for more than 6 (six) months and have demonstrated good conduct at their employer’s workplace.
6. If an employee fails to attend a class at the scheduled time, the employer bears the responsibility and is accountable to the employee for this matter.
7. Employers are permitted to have full access to the employee’s School of ART account, which can be used repeatedly within the specified lifetime limit.

1. 1. You contact CICANA via WhatsApp.
   2. Create an account and fill out the form with the criteria for the workers you need.
   3. Pay the subscription fee in advance to gain access to worker contact information and other CICANA features for 1 (one) month.
   4. Subscription and administrative fees are based on a dynamic pricing model. Prices are subject to change at any time based on market conditions but will not exceed the established maximum limit. Your subscription will be active for 30 days and is non-refundable.
   5. CICANA will send you a link to the profile of a candidate who is ready to work.
   6. As a service user, you are required to interview the candidate via phone or video call within a maximum of 3 (three) hours after receiving the candidate’s contact information.
   7. Each job candidate may be interviewed by a maximum of 5 (five) prospective Employers.
   8. If an Employer uses the interview assistance feature, they may use this service in accordance with the applicable terms and conditions in the subscription menu.
   9. Interviews with job candidates are conducted in accordance with the “Interview Guidelines” provided by CICANA.
   10. After the interview, you must contact CICANA again to inform them whether or not the interviewed job candidate is a good fit.
   11. If there is a match, CICANA will contact the candidate to confirm whether they are suitable to work at the Employer’s home.
   12. If you and the candidate have mutually agreed, CICANA will schedule a conference call between the candidate, you as the Employer, and a representative from CICANA.
   13. After the conference call, CICANA will arrange the travel schedule and book transportation for the candidate to travel to the Employer’s home.
   14.  the Employer chooses to use the health check service for the Worker, the health check will be conducted at a CICANA partner clinic in the South Jakarta area before the Worker arrives at the Employer’s home.
   15. There is an adaptation period for Workers, categorized as follows:
       
       1. The initial worker and replacement workers—whether live-in or live-out—have an adjustment period of 2 x 24 hours starting from the time the worker arrives at the employer’s home.
       2. The initial worker and replacement workers who are disabled have an adjustment period of 1 x 24 hours starting from the time the worker arrives at the employer’s home.
   16. Payment of the administrative fee is made once the worker has been confirmed as departing by CICANA, as follows:
       
       1. Live-in workers: The employer must pay the administrative fee starting from the day the employer and worker finalize the agreement until no later than one day before the worker’s departure to the employer’s location.
          
          1. If the customer has not paid the administrative fee within the specified time limit, the worker will first be sent to the CICANA office, with an additional accommodation fee of Rp100,000 per night.
          2. If the customer has paid the administrative fee, the additional accommodation fee, and the worker’s travel expenses, the worker may be sent from the CICANA office to the customer’s home.
          3. Any additional transportation costs from the CICANA office to the customer’s home are the sole responsibility of the employer.

*) The worker may stay at the CICANA office for a maximum of 2 days and 1 night. If the employer decides not to hire the worker after the worker arrives at the CICANA office, the employer is required to pay the worker’s transportation costs to the CICANA office, with a minimum amount of Rp200,000. Furthermore, CICANA reserves the right to refer that worker to other customers.

1. 1. 1. Live-out workers: The employer must pay the administrative fee starting from the day the employer and worker finalize the agreement until no later than one day before the worker’s departure to the employer’s location.

*) If the employer has not made the payment in accordance with point 16, the worker will be escorted to the CICANA office until the employer completes the administrative fee payment process.

1.  
2. If the Employer is late in paying the administrative fee, calculated from the worker’s arrival date, CICANA will reduce the duration of the guarantee period in accordance with the accumulated number of days of late payment.
3. If the worker does not proceed to the Employer’s location or cancels, the Employer may choose to request a refund of the administrative fee or receive 1 additional worker replacement.
4. If a worker fails to pass the adaptation period due to incompatibility between the worker and the client during the adaptation period, the worker must wait for a replacement for a maximum of 14 (fourteen) calendar days from the date of notification.

   If a worker chooses not to wait for a replacement and leaves the work site before a replacement is available, the employer is entitled to a special policy allowing for one (1) additional replacement or to request cancellation of the guarantee under a refund scheme adjusted according to the worker’s category, in accordance with the applicable terms and conditions.(*)

• Biaya administrasi Pekerja Live in yang berlaku, sudah termasuk:

1. Platform & Service Fee
2. Consultation Fee
3. Guarantee Fee
4. The cost of the worker transportation management service (door-to-door from the worker’s home to the employer’s home) is in accordance with the terms and conditions regarding departure procedures and health checks
5. Worker education program services.
6. One e-learning course on Attitude & Manners at the School of ART for online training and certification of Workers, valid for 1 (one) month, so that Workers acquire Attitude & Manners and standardized work skills directly from experts.
7. Option to use an additional basic health check-up service for employees.

However, the following are not included in the administrative fee:

1. Transportation costs for the Worker candidate’s travel to the Employer’s home, which you can check in the transportasi fee range
2. If the Employer selects the medical checkup service option, there is an additional fee for the Worker’s non-basic medical checkup*
3. Additional online transportation costs from the health check clinic to the Employer’s home* and/or additional online transportation costs from the CICANA office to the Employer’s home if the Worker is required to go to the CICANA office first under certain conditions

*) If the Employer chooses to use health check services, a list of the associated fees is provided in Section 9: Provisions for Hiring Live-In Workers.

• Biaya administrasi Pekerja Live out yang berlaku, sudah termasuk:

1. Platform & Service Fee
2. Consultation Fee
3. Guarantee Fee
4. Worker Education Program Services
5. One e-learning course on Attitude & Manners at the School of ART for online training and certification of employees, with a lifetime validity period of 1 (one) month, so that employees can acquire the proper attitude and manners, as well as standardized work skills, directly from the experts

• The current administrative fee for inval workers includes:

1. Platform & Service Fee
2. Consultation Fee
3. Guarantee Fee
4. Cost of transportation management services for workers (door-to-door from the worker’s home to the employer’s home)
5. Worker Education Program Services
6. One e-learning course on Attitude & Manners at the School of ART for online training and certification of employees, with a lifetime validity of 1 (one) month, so that employees can develop proper attitude and manners, as well as standardized work skills, directly from the experts
7. Option to add a basic health check-up service for employees

However, the administrative fee does not include:

1. Transportation costs for the Worker candidate’s travel to the Employer’s home, which you can check in the transportasi fee range
2. If the Employer selects the medical checkup service option, there is an additional fee for the Worker’s non-basic medical checkup*
3. Additional online transportation costs from the health check clinic to the Employer’s home*

*) If the Employer chooses to use the health check service. The list of health check processing fees is provided in Section 9. Terms and Conditions for Hiring Live-In Workers

Live-in and Inval Workers

1. Departures for bookings in the Greater Jakarta area :
   
   1. Day of Departure: If the booking is made on the same day as the departure date, the administrative fee must be paid by 3:00 PM at the latest.
   2. One Day Before Departure: If the time between the booking and the departure date is one day prior to the departure date, the administrative fee must be paid by 6:00 PM at the latest.
   3. Two Days Before Departure: If the time between the booking and the departure date is more than two days, the administrative fee must be paid two days before the departure date.
2. Travel Payment:
   
   1. If the Employer fails to make the travel payment within 24 hours of the worker’s arrival, the Employer is required to pay a penalty of Rp 50,000 to CICANA.
   2. If the penalty is not paid, the warranty period will be reduced.
3. Transportation—whether via a travel agency or an online ride-hailing service—will be arranged by a CICANA partner to take the Worker from their home address to the Employer’s address.
4. The Employer may utilize health check-up services for the Worker at clinics partnered with CICANA in the South Jakarta and Tangerang areas. If the Employer agrees, there will be an additional fee for a basic health checkup (measurement of height, weight, blood pressure, body temperature, as well as a general physical and eye exam) in the amount of Rp. 65,000 (excluding the cost of the Worker’s transportation to the clinic).
5. The administrative fees for health check-up services consist of :
   
   1. Basic health check-up (physical exam) for Rp. 50,000 (1 type of basic health check-up)*
   2. Medium health checkup: Rp. 100,000 (2 to 3 types of health checks)*
   3. Advanced health checkup: Rp. 150,000 (more than 3 types of health checks)*

      If vaccination services are added, there is an additional fee of Rp. 30,000

6. There are no health checks required for departures outside Java.
7. The Employer must confirm the health check with CICANA no later than 3 days before the departure date.
8. The Employer must pay the administrative fee in accordance with the applicable terms and conditions to finalize the scheduling and conduct of the health check.
9. Employers or Workers who wish to arrange their own transportation must confirm with CICANA the estimated cost and departure time, as well as the location of the clinic for the health check.
10. Payment for the departure fare is the responsibility of the Employer, and payment for the return fare is the responsibility of the Worker.
11. Payment for travel expenses is made once the Worker has arrived at the Employer’s location, the CICANA office, or a CICANA partner clinic, or before the Worker arrives at the Employer’s location or the clinic, provided that the transportation payment is made via a bank account in the name of PT. CICANA INDONESIA CORP. We prohibit Employers from providing transportation costs directly to the Worker.
12. If the total transportation cost for the Worker’s departure via land transportation exceeds Rp.500,000, a shared payment arrangement applies, with 70% of the total departure cost covered by the Employer and 30% of the total departure cost covered by the Worker. The worker pays the transportation costs upon departure, or 30% of the total departure costs is deducted from the worker’s salary in the first month.
13. Workers’ departures from or to destinations outside the island of Java are subject to the following conditions :
    
    1. The deal date and the departure date cannot be on the same day (D-Day).
    2. The maximum time interval between the deal date and the departure date is D-3.
    3. A conference call must be held no later than D-2 before deciding to cover the costs of the Worker’s departure.
    4. If air travel is used, the cost of the Worker’s travel from home to the airport is the responsibility of the Employer. The Worker is required to pay 30% of the airfare by transferring the amount to the Employer in advance, and the Employer pays the remaining 70% of the airfare. The cost of the Worker’s travel from the destination airport to the Employer’s home is borne by the Employer.
    5. If transportation is by travel agency, bus, or ship, the cost of the worker’s travel from their home to the bus terminal is the worker’s responsibility. Payment for the bus ticket follows Scheme No. 12. The cost of the worker’s travel from the terminal to the employer’s home is the employer’s responsibility.
14. If any transactions occur outside the scope of CICANA’s terms and conditions, CICANA shall not be held liable.
15. The costs of the medical checkup and related services must be paid by the Employer to the clinic and CICANA.
16. The costs of the medical checkup and related services are non-refundable (refund)
17. Workers who stay overnight at the CICANA office while waiting for their health check-up will be charged an accommodation fee of Rp. 100,000 per night, payable by the Employer. The facilities provided include a bedroom, a mattress, air conditioning, a shared bathroom, and drinking water.

Live-Out Workers

1. If the Employer arranges online transportation for the Worker daily, the Worker’s salary for 1 (one) month will be reduced by Rp 200,000. This amount of Rp 200,000 serves as reimbursement for the Worker’s transportation costs.
2. If the worker’s actual transportation costs exceed Rp 200,000, the Employer is responsible for the excess amount.
3. If the worker uses personal transportation, there will be no deduction from the worker’s monthly salary, subject to the provisions in the “Hiring Live-Out Workers (Housekeeper/Babysitter/Caregiver/Driver)” section under the warranty period mechanism.

1. Employers are not permitted to give money in any form to Worker candidates before the Worker arrives at the Employer’s home.
2. Transportation costs are paid directly to the transportation provider or CICANA upon the Worker candidate’s arrival at the Employer’s home, or paid to CICANA prior to departure.
3. The 2×24-hour adaptation period applies to both live-in and live-out Workers. A 1×24-hour adaptation period applies to inval workers.
4. During the adaptation period, the Employer and CICANA will ensure that the worker attends the School of ART online training course, which the Employer registered for upon payment of the worker’s booking administration fee.
5. The administration fee must be paid starting from the confirmation or deal stage, in accordance with the terms and conditions applicable to departure requirements and health checks (*).
6. To pay the administrative fee, first fill out the required information on the CICANA website at cicana.co/order/. The Employer will then receive an invoice via email.
7. Administrative fees are payable only to the bank account listed on the CICANA website platform.
8. Terms and Conditions for Cancellation of Worker Bookings by Employers
   
   1. Cancellation Before the Departure Date (up to one day prior): the Employer cancels a Worker booking after confirming it with CICANA, and the cancellation is made no later than one day before the Worker’s departure date (maximum H-1), the Employer will be charged a cancellation fee of 10% of the total administrative fee in effect on the day the Employer notifies CICANA of the cancellation
   2. Cancellation on the Day of Departure (H): If the Employer cancels the Worker’s booking on the day of departure (H), the Employer will be charged a cancellation fee of 20% of the total administrative fee in effect on the day of cancellation. This fee may be charged directly or automatically deducted from the administrative fee previously paid.
   3. Cancellation Fee Exemption: Biaya The cancellation fee does not apply if the Employer has rescheduled with another Worker, with a departure date no later than H+1 from the departure date of the canceled Worker.
9. If CICANA has not received payment of the administrative fee in accordance with the applicable terms and conditions(*) by H-2 prior to the Worker’s departure, CICANA reserves the right, at its sole discretion, to:
   
   1. Assign the Worker candidate to another client, or
   2. Reschedule the departure time based on schedule availability.
10. Requests for a refund due to cancellation of the Administration Fee can be processed after the subscription period ends (30 days). While the subscription is still active, our team will continue to assist you in recommending suitable candidates so that you can make the most of all the service benefits. If the subscription has ended and you have not yet found a suitable candidate, we will assist you with the refund request for cancellation.
11. We are not responsible for any transactions made outside of the bank account provided by CICANA.

1. Employees must perform the duties and responsibilities assigned by the Employer as mutually agreed upon.
2. Employees must take one elective course at the School of ART by CICANA and pass it.
3. Employees must demonstrate good manners and respect toward the Employer.

Employee Rights

1. The net salary is paid on time by the Employer to the Employee after 1 (one) month of employment in accordance with the terms and conditions applicable under the guarantee period provisions.
2. The Employee’s salary is calculated starting from the day of arrival if the Employee begins working at the Employer’s premises on that day.
3. The Worker’s salary is increased once every 1 (one) year in accordance with an agreement between the Employer and the Worker, provided the Worker has been employed for at least 1 year.
4. Workers who have been employed for 1 (one) year are entitled to a THR (Holiday Allowance) equivalent to 1 month’s salary.
5. An employee who has not worked for 1 (one) year is not entitled to a THR (Holiday Allowance) equivalent to the employee’s total monthly salary. If the employer wishes to provide a THR to the employee, the amount of the THR shall be calculated proportionally based on the length of the employee’s service at the employer’s premises.
6. Employees are entitled to receive toiletries, such as toothbrushes, toothpaste, soap, shampoo, and sanitary pads.
7. Employees receive three (3) meals a day.
8. Employees are entitled to breaks during working hours and 8 hours of sleep per day.
9. The Employer guarantees the confidentiality of the data on worker candidates provided by CICANA so that it is not disseminated for improper purposes.
10. Employee leave consists of:
    
    1. Housekeeper: 1 day of leave per month after 3 months of employment; this may be converted to a cash payment of Rp150,000 per day if not taken or accumulated by the employee.
    2. Caregiver/Babysitter: 2 days of leave per month, effective from the first month of employment; this leave entitlement may be converted to a cash payment of Rp150,000 per day if not taken or accumulated by the employee.
    3. Employees are permitted to take leave or return to their hometown in the middle of the month, not immediately after the employee receives their monthly salary from the Employer.
    4. Employees’ salaries are paid once a month. However, in the event of an urgent situation requiring pro-rata salary payment, the Employer may provide the employee with a salary equivalent to the round-trip transportation costs until the employee returns to work at the Employer’s location.
    5. The timing of leave or trips home for employees is in accordance with the policy implemented by Cicana, which is at least once every 3 (three) months and/or as agreed upon by the employer and the employee during the interview and conference call stages.
    6. Employees are entitled to holiday leave in accordance with the collective leave schedule and national holidays established by the Government of the Republic of Indonesia for the current year. If an employee is still required to work on such a holiday, the employer is obligated to provide additional compensation (at the employee’s regular pay rate) in accordance with applicable regulations and the agreement between both parties.

CICANA notifies the Employer one day before the Worker’s departure regarding the estimated transportation cost for the Worker to the Employer’s home, with the following departure process:

See the General Departure Process

1. Transportation via a travel agency from the Worker’s home to the Employer’s home
2. Transportation via an online ride-hailing service from the Worker’s home to the Employer’s home
   
   1. CICANA’s regional partners book online transportation with the Worker’s home as the pickup point
   2. The deadline for CICANA to book online transportation is 19:00 PM WIB
   3. The Worker departs using online transportation
   4. The Worker arrives at the Employer’s home
   5. The Employer pays in cash to the online transportation driver upon the Worker’s arrival or reimburses the Worker through the reimbursement system

CICANA notifies the Employer one day before the Worker’s departure regarding the estimated cost of transportation to the Employer’s home and the cost of the Worker’s health check, with the following departure process:

View the Departure Process with Health Check

1. Transportation via Shuttle from the Worker’s Home to the Clinic
   
   1. The Worker is picked up by a shuttle from their home.
   2. The Worker arrives at the clinic and immediately undergoes a health check.
   3. The Employer pays the travel and online transportation costs via bank transfer to CICANA’s account or through Gopay/Ovo once the Worker has arrived at the destination clinic.
2. Transportation via Online Ride-Hailing Service from the Clinic to the Employer’s Home
   
   1. Once the employee has completed the health check, CICANA will book an online ride-hailing service for the employee to the employer’s home.
   2. Employers may choose to pay for online transportation services in cash or via bank transfer to the online transportation service provider.
      Health Check Payment Process
3. The employee has completed the health check
   
   1. The employee has completed the health check.
   2. The clinic sends the invoice and the employee’s health check results to the employee and/or CICANA no later than one business day after the health check.
   3. CICANA Sales & Services sends the invoice, a list of the total health checkup costs along with administrative fees, and the health checkup results to the Employer.
   4. The Employer pays these fees to the bank account in CICANA’s name no later than H+1 after the health checkup.

1. The warranty consists of 1 (one) replacement of the Worker within a 6 (six) month period. The warranty applies to the replacement of a Worker due to resignation and/or termination by the Employer;
2. There is a 2×24-hour adaptation period for both the Worker and the Employer. If the Worker and the Employer decide not to continue the employment by the end of the 2×24-hour adaptation period, the Worker must wait for a replacement for a maximum of 2 weeks from the date of notification.
3. Workers who meet the conditions in point 2 will receive prorated wages or wages based on the length of service after the adaptation period ends.
4. If the employee chooses not to wait for a replacement and leaves the workplace no later than H+1 after the adaptation period ends, the employer is entitled to a policy providing an additional 1 (one) worker replacement guarantee. The first employee to leave will not be considered, and a guarantee cancellation request will result in a refund of 60% of the administrative fee;
5. During the claim period, if a prospective replacement worker has not passed the 2×24-hour adaptation period, the guarantee may still be used for a period of 1 (one) year until the employer finds a replacement worker who passes the adaptation period;
6. An employee who leaves before completing 3 (three) months of employment will be subject to a penalty in the form of forfeiture of a security deposit of 350,000 from the salary withheld by the Employer during the first month;
7. Refund terms are in accordance with the guarantee cancellation or refund policy;

1. If the first Worker resigns or is terminated within a maximum of 7 (seven) days after the Worker’s arrival and the Employer chooses to request a refund, then 40% of the administrative fee is refundable;
2. If the first Worker resigns or is terminated after more than 7 (seven) days of employment following the Worker’s arrival, up to a maximum of 2 (two) months of employment, and the Employer chooses to request a refund, then the refundable administrative fee is 20% of the total administrative fee;
3. If the first Worker resigns or is terminated after having worked for more than 2 (two) months following the Worker’s arrival, up to a maximum of 4 (four) months, and the Employer chooses to request a refund, the refundable administrative fee is 10% of the total administrative fee;
4. A refund request may be submitted while the search for a replacement worker is still active, which is for a period of 1 (one) year, starting from the first worker’s arrival at the employer’s residence;
5. If a Worker recruited by the Employer commits a criminal act supported by authentic evidence, the Employer has the right to report the Worker to the authorities for legal proceedings, and the Employer will receive a full refund of the administrative fee if the Worker is found guilty;
6. The refund process from CICANA may take up to 2×24 hours.

*) The administrative fee amount is the actual rate in effect at the time the Employer makes the administrative payment.

Other Provisions

1. If a Worker who is still within the guarantee period plans to take time off from work (for more than 6 hours), the Employer must notify CICANA in advance;
2. We strongly recommend that Workers not be granted an advance payment before they have worked for 1 (one) year. If a Worker still wishes to receive an advance payment, the Employer must notify CICANA in advance so that we can investigate the Worker’s intentions and purposes;
3. CICANA is not liable for any material or non-material losses if the Employer fails to notify CICANA in advance as stated in points 1 and 2.

Provisions Regarding Employee Fines

1. If an employee plans to resign within 3 (three) months of employment, the portion of the first month’s salary withheld by the employer in the amount of Rp. 350,000 becomes the employer’s property.
2. If the Employee resigns before completing 6 (six) months of employment due to dissatisfaction or other reasons, the Employee will be subject to a penalty for data discrepancy in the amount of Rp. 200,000.
3. If the employee wishes to return home and is unwilling to wait for a replacement employee within a period of 2 (two) weeks, the employee’s salary may be deducted by Rp 250,000.
4. If the Employee, immediately before or after the end of the adaptation period, declares that they will not continue working, the Employee has the option to wait for a replacement or not to wait for a replacement, subject to the following conditions:
   
   1. Employees who wait for a replacement for a maximum of 2 weeks will be paid a prorated salary, reduced by the prorated salary for the adaptation period (2×24 hours).
   2. An Employee who does not wait as specified in point 2.a will not receive a prorated salary and may be dismissed immediately.
5. If there is a discrepancy in the Employee’s profile or a violation of the work regulations agreed upon by the Employee that causes harm to the Employer, the Employee will be subject to a penalty in the form of a fine of Rp. 200,000 for each instance where the Employee’s data does not match their actual circumstances.
6. If a Worker who has successfully completed the adaptation period resigns or quits within 2 (two) weeks of starting work, the Worker’s salary for those 2 (two) weeks becomes the Employer’s property.
7. If the employee does not pass the probationary period and has already undergone a health checkup, 100% of the health checkup costs shall be borne by the employer.
8. If the employee passes the probationary period and submits a resignation, 100% of the health checkup costs shall still be borne by the employer.

(By placing an order and making a payment on CICANA, you agree to the applicable terms and conditions.)

Workers’ Rights

1. The net salary is paid on time by the Employer to the Employee after working for 1 (one) month in accordance with the terms and conditions of the guarantee period mechanism.
2. If the Employer agrees with the Employee to pay a pro-rata salary on a weekly basis, the Employer shall withhold Rp. 150,000 from the first week’s salary.
3. The Employee’s salary is calculated starting from the day of arrival if the Employee begins working at the Employer’s premises on that day.
4. If an Employee works outside of the agreed-upon working hours, the Employer is required to pay overtime wages.
5. The Employee’s salary shall be increased once every 1 (one) year in accordance with an agreement between the Employer and the Employee, provided the Employee has been employed for at least 1 (one) year.
6. Employees who have been employed for 1 (one) year are entitled to a THR (Holiday Allowance) equivalent to 1 (one) month’s salary.
7. An employee who has not worked for 1 (one) year is not entitled to a THR (Holiday Allowance) equivalent to the total number of months worked. If the Employer wishes to provide a THR to the employee, the amount of the THR shall be calculated proportionally based on the length of the employee’s service with the Employer.
8. Employees are provided with breakfast, lunch, and an afternoon meal while they are on duty at the Employer’s premises.
9. Employees are granted break time during working hours, at a minimum during meal times and for religious observance.
10. Employees are entitled to at least 1 (one) day off per week.
11. The Employer guarantees the confidentiality of the employee candidate data provided by CICANA so that it is not disseminated for improper purposes.
12. Employees are entitled to holiday leave in accordance with the collective leave schedule and national holidays established by the Government of the Republic of Indonesia for the current year. If an employee is still required to work on such a holiday, the employer is obligated to provide additional compensation (at the employee’s regular pay rate) in accordance with applicable regulations and the agreement between both parties.

1. The guarantee consists of one (1) worker replacement guarantee valid for three (3) months. This guarantee applies to the replacement of a Worker due to resignation and/or termination by the Employer;
2. There is a 2×24-hour adaptation period for both the Worker and the Employer. If the Worker and the Employer decide not to continue the employment relationship by the end of the 2×24-hour adaptation period, the Worker must wait for a replacement for a period of up to 2 weeks from the date of notification.
3. Workers who meet the conditions in point 2 will receive prorated wages or wages based on the length of service after the adaptation period ends.
4. If the employee chooses not to wait for a replacement and resigns from the employer on the day after (H+1) the adaptation period ends, the employer is entitled to a policy providing for an additional 1 (one) worker replacement guarantee. We do not consider the first employee who resigns in this manner to have canceled the guarantee, and a refund of 50% of the administrative fee will be issued;
5. The guarantee can be claimed within 1 (one) year from the date of the administrative fee payment.
6. During this claim period, if a prospective replacement worker has not passed the 2×24-hour adaptation period, the guarantee remains valid for 1 (one) year until the employer finds a replacement worker who passes the adaptation period;
7. Refund terms are in accordance with the guarantee cancellation or refund policy;

1. If the first Worker resigns or is terminated within a maximum of 7 (seven) days after the Worker’s arrival and the Employer chooses to request a refund, then the refundable administrative fee is 35% of the total administrative fee;
2. If the first worker resigns or is terminated after more than 7 (seven) days of employment following the worker’s arrival, up to a maximum of 3 (three) months of employment, and the Employer chooses to request a refund, the refundable administrative fee is 18% of the total administrative fee;
3. Refund requests may be submitted while the search for a replacement worker is still active, which is for a period of 1 (one) year, starting from the first worker’s arrival at the employer’s home;
4. The refund process from CICANA may take up to 2×24 hours.

Other Provisions

1. We strongly recommend that Workers not be given an advance payment before they have worked for 1 (one) year. If a Worker still wishes to receive an advance payment, the Employer must inform CICANA in advance so that we can investigate the Worker’s intentions and purposes;
2. CICANA is not liable for any material or non-material losses if the Employer fails to inform CICANA in advance as stated in point number 1.

Provisions Regarding Employee Fines

1. If an Employee plans to resign within 3 (three) months of employment, the portion of the Employee’s salary withheld by the Employer—equivalent to 15% of the Employee’s first month’s salary—shall become the Employer’s property.
2. If the Employee resigns before completing 3 (three) months of employment due to dissatisfaction or other reasons, the Employee will be subject to a penalty for data inconsistency in the amount of Rp. 200,000.
3. If the Employee wishes to resign and is unwilling to wait for a replacement Employee within a period of 2 (two) weeks, the Employee’s salary may be deducted by Rp 250,000.
4. If there is a discrepancy in the employee’s profile or a violation of the work regulations agreed upon by the employee that causes harm to the employer, the employee will be subject to a penalty in the form of a fine of Rp. 200,000 for each instance where the employee’s data does not match their actual circumstances.

(By placing an order and making a payment on CICANA, you agree to the applicable terms and conditions

Worker Rights

1. The net salary paid directly to the Worker after working for the agreed-upon period of employment.
2. The Worker’s salary is calculated starting from the day of arrival if the Worker begins working at the employer’s premises on that day.
3. Additional provisions for live-in inval workers include:
   
   1. Live-in inval workers are entitled to three (3) meals a day.
   2. Workers are entitled to breaks during working hours and 8 hours of sleep per day.
4. Additional provisions for live-out Inval workers include:
   
   1. Live-out Inval workers are entitled to breakfast, lunch, and dinner while they are working at the employer’s premises.
   2. Workers are entitled to a break for prayer and meals during working hours.
   3. If the employer arranges online transportation for the worker every day, the worker’s salary for the duration of their Inval employment will be reduced by the cost of the worker’s round-trip transportation.
   4. If the Worker’s actual transportation costs exceed Rp 250,000 per day while working as an Inval, the Employer is responsible for the excess amount.
5. The Employer guarantees the confidentiality of the Worker candidate data provided by CICANA and ensures it is not disclosed for improper purposes.

1. After the first disabled worker successfully completes the 24-hour adaptation period, there is one (1) replacement guarantee available for the duration of the disabled worker’s employment. This guarantee applies to worker replacements resulting from the worker’s resignation and/or termination by the Employer;
2. This guarantee may be claimed within one (1) year from the date of the first worker’s payment;
3. During this claim period, if a prospective replacement worker has not passed the 24-hour adaptation period, the guarantee may still be used within a period of 1 (one) year until the Employer finds a replacement worker who passes the adaptation period.
4. If the first ineligible Worker withdraws within a maximum of 12 (twelve) hours after the adaptation period ends, but the Employer has already paid the administrative fee to CICANA, the Employer may choose to receive 2 (two) replacements because we do not consider the first ineligible Worker who withdrew to have fulfilled the requirements, or the Employer may request a guarantee cancellation with a refund of 50% of the administrative fee;
5. Refund terms are in accordance with the guarantee cancellation or refund policy.

kebijakan khusus

1. The employee’s adaptation period is 1×24 hours from the employee’s arrival at the employer’s premises.
2. If, during the adaptation period, the Worker declares incompatibility or vice versa, the Worker may choose whether to wait or not. If the Worker chooses not to wait, the Employer is entitled to 2 (two) replacement Workers, provided that the Employer seeks the first replacement Worker within a time limit of 2 (two) days from the end of the first Worker’s adaptation period.
3. If the Employer has not secured the first replacement worker within the specified time limit, the Employer is entitled to 1 (one) replacement worker in accordance with the provisions of guarantee mechanisms 1 and 2.
4. If the first worker states that there is a mismatch and is willing to wait for the first replacement worker, or vice versa, the first worker receives prorated wages based on the period worked.
5. If an inval worker wishes to continue working as a permanent live-in or live-out worker in the employer’s home, the employer is required to notify CICANA of this. Permanent live-in and live-out workers are live-in and live-out workers who work without a time limit and may do so for a long and continuous period;
6. In this case, the Employer simply adds the additional fee so that the total administrative fee equals the actual administrative fee for the live-in and live-out worker categories.
7. Permanent inval workers have the same guarantee period as permanent live-in/live-out workers, effective from the worker’s first day

1. The warranty may be canceled if, in the Employer’s opinion, none of the replacement candidates provided by CICANA are suitable within a period of 1 (one) year, calculated from the date of payment of the administrative fee. In this case, the Employer will receive a refund equal to the transportation allowance or a minimum of Rp250,000, sourced from a deduction from the Worker’s salary and from CICANA in the amount of 27.5% of the administrative fee(*)
2. The amount of the administrative fee(*) is the actual rate in effect at the time the Employer made the administrative payment.
3. The refund process from CICANA may take up to 2×24 hours

Other Provisions

1. If a Worker who is still within the guarantee period plans to leave the Employer’s residence (for more than 6 hours), the Employer is required to notify CICANA in advance;
2. We strongly recommend that Workers not be given cash advances during the probationary period. If a Worker still wishes to receive a cash advance, the Employer should inform us in advance so that we can investigate the Worker’s intentions and purposes;
3. CICANA is not liable for any material or non-material losses if the Employer fails to notify CICANA in advance as stated in points 1 and 2.

Provisions Regarding Employee Penalties

1. An employee who leaves before the end of the agreed-upon employment period will be subject to a penalty in the form of a salary deduction equal to the cost of the employee’s transportation to the employer’s residence or a minimum of Rp250,000;
2. If there is a discrepancy in the worker’s profile or a violation of the work regulations agreed upon by the worker that causes harm to the employer, the worker will be subject to a penalty in the form of a fine of Rp200,000 for each instance where the worker’s data does not match their actual circumstances.

(By placing an order and making a payment on CICANA, you agree to the applicable terms and conditions)