How do we select our Furniture Manufacturers?


1
Their Machines...
Consistency in operations and quality are the key factors in our partnership building strategy.
Even though we never cease to be amazed by the skills of some carpenters, our partnerships with furniture manufacturers in Indonesia are more oriented in mass production and their ability to supply furniture in high standard and and constant quality. To do so, it is primordial for a manufacturer to be equipped with machines to standardize the process to get an even output.
CNC furniture machine Indonesia
CNC WOOD TURNING LATHE
auto shaper machine furniture indonesia
AUTO SHAPER
Board jointing furniture Indonesia machine
WOOD BOARD JOINTING MACHINE
wood molder for wooden furniture indonesia
SUPERSET 23 WOOD MOULDING
double surface planner for quality furniture indonesia
WOOD DOUBLE SURFACE PLANER
Wood Press quality furniture indonesia
TABLE PRESS RAMARCH
powder coating oven furniture indonesia
POWDER COATING DRYING OVEN
powder coating spray furniture Indonesia
POWDER COATING SPRAY
Kiln dry ovens indonesia furniture
KILN DRYING OVEN

2
Their Processes...
A good internal and external communication save up to 95% of common human errors encountered in furniture manufacturing processes.
A furniture supplier in Indonesia can have the best machines available on the market and still deliver inconsistent furniture. This actually happens too often. This is why, for Kuatas, we select factories equipped with proficient ERP, MRP and CRM. We often offer consultation to our partners to implement those softwares if they are not equipped yet in order combine our forces to deliver every time the best furniture.

3
Their Ethic...
LEGAL WOOD
In order to protect natural resources in Indonesia, the government has imposed all furniture export manufacturers to comply with the third party organization called SVLK (Sistem Verifikasi Legalitas Kayu).
The point of this initiative is to be able to retrace the origin of every single wooden components exported from Indonesia.
The Indonesian government can now control efficiently the exploitation of its natural resources and act accordingly to ensure the perennity of its natural forests.

SVLK is an obligation, and Kuatas will never work with any furniture factory in Indonesia who don't buy their wood entirely from Perhutani organization.

As this SVLK certification is only required for export goods, some wood used in furniture manufacturing may not be certified as it is meant to be sold locally. This is why, it is very important for Kuatas to keep a close eye on furniture suppliers' certified wood so it doesn't get mixed with uncertified wood.
WASTE DISPOSAL
Here, we not only focus on recycling processes that furniture factories in Indonesia could implement, but we mainly focus on their system of recuperation and disposal of chemical used in finishing processes of furniture manufacturing.
CHILD LABOUR
Indonesia has ratified international standards regarding child labour.
Minimum age for non-hazardous work is 15 years old.

At Kuatas, we ensure that the furniture manufacturers in partnership with us, strictly apply those regulations. We require to see the contract of every employees aged between 15 to 17 years old in order to ensure that they do not handle any task considered hazardous by the International Labour Organization in their article C138.
*hazardous: exposed to hazardous health and safety dangers from weather, machinery.

The applied law in Indonesia can be found here (in Bahasa Indonesia). Below is a clear summary of the statement.

1. Child laborers who do light work

For children aged between 13 (thirteen) years to 15 (fifteen) years may perform light work as long as it does not interfere with the child's physical, mental, and social development and health.

Companies that will employ children in light work scope, must meet the following requirements:

a. written consent of the parent or tutors;
b. employment agreement between employer and parent or tutor;
c. maximum working time of 3 (three) hours per day;
d. done during day time and does not interfere with school time;
e. In compliance with related Health and Safety;
f. a clear working status in the working environment;
g. receive wages in accordance with applicable provisions.

However, for children working in their family businesses, the above mentioned in alineas a, b, f, and g are not required.

For employers who violate the requirements of the scope of light work for child labor, may be subject to a minimum imprisonment of 1 (one) year and a maximum of 4 (four) years and / or a fine of at least Rp 100,000,000 (USD 7.000) and a maximum of Rp 400,000,000, - (USD 30.000).

2. Children working in the workplace that are part of an education or training authorized by an official.

Those who can work in the workplace are children who are at least fourteen (14) years old.
However, the entrepreneur concerned must have several conditions for child laborers working in their place:

a. given clear guidance on how to carry out the work and supervision in carrying out the work;
b. given safety and health protection.

3. Working children who work to develop their talents and interests.

Employers who employ children to develop the talents and interests of child laborers, shall meet the following requirements:

a. work performed under the direct supervision of a parent or tutor;
b. working time of at most 3 (three) hours a day;
c. conditions and work environment do not interfere with physical, mental, social, and school development.

For an entrepreneur violating the requirement, a penalty imprisonment of at least 1 (one) month and no later than 12 (twelve) months and / or a minimum fine of Rp 10,000,000.00 (USD 700) and a maximum of Rp 100,000,000 (USD 7.000) shall be imposed.

4. Children employed together with adult workers / laborers

In this case, the child's workplace should be separated from the workplace of the adult worker.

LABOUR LAW COMPLIANCE
Working Time:

Working time, rest and leave time are the rights and obligations of workers or laborers provided for in Article 77 to Article 85 of the Act No.13 of 2003 on Manpower ("Labor Law").

The Manpower Act regulates working time into 2 categories, as follows:

a. 7 working hours in 1 day for 6 working days in 1 week for a total of 40 working hours in a week; or
b. 8 working hours in 1 day for 5 working days in 1 week for a total of 40 working hours in a week.

Employers who employ workers exceeding the time frame of employment are required to pay overtime wages.
However, overtime work can only be done at most 3 hours in a day and / or 14 hours a week.


Pension Plan:

Employers are required to register all of their employees as a participant of the Pension Plan program to the Employment Agency for Social Security Employment ("BPJS Ketenagakerjaan").

The contribution in question is 3% of salary per month, as follows:
- 2% of salary is borne by the employer;
- 1% of the salary is borne by the employee.

The areas covered by the retirement plan are as follow:
- Retirement of old age
- Disability pension
- Widow or widower of retired employee
- Child pensions
- Retirement parents

If the employers fail to register their employees, employees themselves are allowed to register themselves on behalf of their employees.
Please visit the BPJS website for more information.


Minimum Salary:

Employers are required to pay all their employees a minimum amount which is voted regionally every years and called UMP ("Upah Minimum Provinsi).
The UMP takes into consideration both basic wages and fixed allowance (payments to workers who are made on a regular basis and are not associated with worker attendance or achievement of specific job performance) where the basic wages could not be less than 75% of the UMP.

Payment of wages under UMP may be categorized as a criminal offense and may be subject to a minimum imprisonment of 1 year and a maximum of 4 years and / or a fine of at least Rp 100,000,000 (USD 7.000) and at most Rp 400,000,000.00 (USD 30.000).

For more details, please see the document "Permenakertrans No.7/2013"


Strike:

Strike is a basic right owned by workers / laborers and trade unions / unions.
Strikes are made by workers / laborers and trade / labor unions as a result of the failure of a negotiation that is not reached in an industrial relations dispute agreement settlement that can be caused by the employer not to enter into negotiations even though the union / labor union or worker has requested in writing to employers 2 times within the grace period of 14 working days or the negotiations being undertaken by a dead end declared by the parties in the negotiating treaty.
The definition of a strike under Article 1 point 23 of Law Number 13 Year 2003 concerning Manpower ("Labor Law") is a worker's action planned and implemented jointly and / or by a union / laborer to stop or slow down the work.

Strikes of work justified in the Manpower Act are strikes that are conducted legally, orderly and peaceful and carried out in accordance with the provisions of the Manpower Law.

Within at least 7 working days before the strike is carried out, workers / laborers and trade / labor unions shall notify in writing to employers and agencies responsible for local employment. Notices to employers and agencies responsible for employment at least include:
1. Time (day, date and hour) begins and ends the strike;
2. Strike place;
3. The reasons for having to strike;
4. The signature of the chairman and secretary and / or the respective chairman and secretary of the union / labor union as the party responsible for the strike.