PT Pegaunihan Technology Indonesia, led by Taiwanese director Andy Hsieh, is accused of issuing disciplinary sanctions without evidence, systematically avoiding state-mandated forums, and suppressing key evidence that employees were never permitted to challenge. Something is deeply wrong with the way PT Pegaunihan Technology Indonesia handled the cases of two employees in its research team. The evidence strongly suggests that punishment came first, and evidence was assembled

Two R&D professionals at PT Pegaunihan Technology Indonesia say they were sanctioned without adequate proof, stripped of income components tied to their job grades, and silenced by a company that refused to appear at nine consecutive state-mediated forums. State labor officials have now confirmed the sanctions have expired, and the pay cuts have no legal basis. PT Pegaunihan Technology Indonesia, where HR and management are suspected of not paying employee salaries for more t

Both the Provincial and City Labor Chiefs are now on record. The Riau Islands Manpower Head says the sanction has expired. The Batam City Manpower Head says he has not yet received a progress report. Meanwhile, PT Pegaunihan Technology Indonesia keeps deducting wages, and its HR manager still won't answer a single question. Primary source for this report LaporBatam.com — "Dikonfirmasi Soal Pengembalian Potongan Upah Bulanan dan Pemulihan Nama Baik 2 Pekerja, HRD PT Pegaunihan

A letter, via Gojek, delivered to a random staff member, one hour before the session was scheduled to begin. Signed by Director Andy Hsieh. Reason given: not enough time to prepare. On March 4, 2026, representatives from the Provincial Manpower Office, the City Manpower Office of Batam, the City Legislature of Batam, the employees, and their union arrived at the city legislature building as scheduled for a formal public hearing, a Rapat Dengar Pendapat Umum (RDPU). They waite

PT Pegaunihan Technology Indonesia's HR team charged Engly Heryanto Ndaomanu with using someone else's badge ID. Their own document says he used his own. When confronted, HR admitted the case was still 'grey.' The sanction was issued anyway. This is the story of how a company punished a man it wasn't sure had done anything wrong. There is a moment in this case that should have ended it. It didn't happen in a courtroom. It didn't happen before a government mediator. It happene

When Engly Heryanto Ndaomanu and Rieke Dyah Astiwi asked a straightforward question: "What is the evidence against us? " PT Pegaunihan Technology Indonesia didn't answer in a way that was transparent, testable, and open to challenge by the employees. What followed, according to the sequence of events documented in this dispute, was a pattern of labels, pressure, career harm, and financial consequences that continues to cast a shadow over the case. In most functional workplace

A First and Final Warning Letter activated on August 15, 2025. A meeting with HR on August 15, 2025. An alleged violation dated August 18, 2025. The sequence defies every principle of due process and PT Pegaunihan Technology Indonesia has never explained it. There is a question at the center of Rieke Dyah Astiwi's case that has never been answered. Not in the bipartite sessions. Not in the tripartite mediations. Not before the provincial labor inspectorate. Not at the Batam C