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 answered not with proof, but with an escalating campaign of labels, collective punishment, career destruction, digital and financial retaliation that continues to this day. In most functional workplaces, an employee who receives a disciplinary sanction is entitled to know why about the evidence, the specific conduct and the

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

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