My Labor Dispute with PT Nomnie Technologies Indonesia (Nomni AI / Nomni.AI, formerly Liven)
My first-person account of a probation-period termination and labor dispute with Nomni AI (nomni.ai), PT Nomnie Technologies Indonesia, formerly Liven.
Rahmat Wibowo · Senior DevOps Engineer Dispute venue: Disnakertrans Kabupaten Tangerang
This post is my own account of what happened during my short employment at PT Nomnie Technologies Indonesia — the company operating as Nomni AI (nomni.ai), previously known as Liven — written in first person and limited to what I can document. It replaces an earlier version of this post that used a fictionalized "multi-panel audit" format with invented scores; that framing implied an independent third-party evaluation that didn't exist, and I've removed it. What follows is my own claim, not a verdict — the dispute was handled through Disnakertrans bipartite/tripartite mediation, and I don't claim any court or authority has ruled on it.
Background
I joined PT Nomnie Technologies Indonesia as a Senior DevOps Engineer. Before my official start date, I had already begun contributing — including work on incident-response documentation and infrastructure — based on informal onboarding communication with the team (Slack access, internal systems).
During my time there I worked on:
- Infrastructure-as-code and cloud architecture work using Terraform/OpenTofu, AWS, and Kubernetes (EKS).
- CI/CD pipeline design (GitHub Actions, ArgoCD).
- Incident-response process work, including a P1 response playbook.
- Referrals — I submitted candidates into the company's hiring pipeline under what I understood to be a referral arrangement.
What happened
My employment ended during the probation period, within about three weeks of my official start date. My account of the key issues:
- Notice period. I was notified on Monday, 21 April, with an effective end date of Monday, 28 April — five working days' notice. I believe Indonesian labor regulation (PP No. 35/2021, Pasal 37 ayat 4) requires a minimum of 7 working days' notice for this kind of termination during probation, and that the company's calculation used calendar days rather than working days.
- Referral commissions. I had submitted more than 50 candidate referrals into the company's hiring pipeline. I was told these would no longer be compensated after my termination.
- A verbal assurance from leadership. Before joining, I was told by the CEO something to the effect that "three years here is worth ten years elsewhere," which factored into my decision to decline other offers. My employment ended roughly three weeks later.
- Pre-start contribution. I had already been added to internal systems and had contributed work product (including incident-response documentation) before my official start date, which I believe supports that a working relationship existed earlier than the nominal contract date.
The dispute was raised through a bipartite meeting at Disnakertrans Kabupaten Tangerang. A Berita Acara (official minutes) was signed recording that the two sides did not reach agreement (deadlock). The company's HR/GM representatives at that meeting were not licensed lawyers (Advokat), which I've noted as relevant to how the negotiation was conducted, though it isn't itself a claim that anything unlawful occurred in that specific respect.
My position
Based on the above, my position is:
- The notice period given did not meet the statutory minimum working-day requirement.
- Referral commissions for candidates already submitted should not be forfeited retroactively.
- Work performed and system access granted before the official start date supports an earlier effective start of the employment relationship.
- The verbal assurance about long-term employment, combined with my declining other offers, is relevant to how the termination should be evaluated.
These are my claims and interpretation of the relevant law (PP No. 35/2021; KUH Perdata Articles 1338, 1320, and 1365) — I'm not a lawyer, and I have not obtained a court ruling on any of these points. Nomni.AI has not agreed with this account, and their side of the bipartite process is not something I can speak for.
Where things stand
The matter was unresolved after the bipartite meeting recorded above. I'm sharing this as a factual record of my own experience and the basis for my claim, not as a final legal determination.
If you work in Indonesian tech and are navigating a probation-period termination or a labor dispute, I'd encourage you to consult Disnakertrans directly or a licensed Advokat — informal accounts like this one, including mine, are not a substitute for legal advice specific to your situation.
#LaborLaw #IndonesianEmploymentLaw #NomniAI #DisnakertransTangerang