+6221 7867 222
trem@ui.ac.id
+6221 7867 222
trem@ui.ac.id
Our actions and goals
Click the SDG Goals to read the initiatives
Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all.
Universities are pivotal in cultivating ‘Employment practice’ for SDG 8, fostering environments where future leaders learn the importance of decent work and economic growth. They commit to equipping students with the knowledge and ethics necessary to ensure fair labor standards and sustainable business practices, thereby driving positive change in the global economy.
Universitas Indonesia pays all staff and faculty members at least a living wage, which is defined as Regional Minimum Wage (UMR). UI employs civil servants and non-permanent civil servants. It means UI is obliged to adjust its policies to the policies issued by the government, particularly in its remuneration system. UI implements the 3P remuneration system consisting of Pay for Person, Pay for Position, and Pay for Performance. At UI, gender is not a factor in remuneration disparities of employees.
Regulation of the Salary and Welfare of UI Permanent Employees
Government regulations regarding the salaries of civil servants
Universitas Indonesia recognizes the rights of trade and labor unions including women and international staff. It includes unions for employees and faculty members. According to Rector’s Decree No. 033 of 2018 concerning Human Resource Management, Chapter X – employment practices. The applicable employment practices at Faculty of Psychology includes employee living wages, recognition of the trade union, anti-exploitation policies, appeal processes, and outsourcing policies.
Universitas Indonesia issues a policy to end discrimination in the workplace. This policy is applied to all areas of UI in accordance with Rector’s Decree No. 033 of 2018 concerning Human Resource Management, Chapter X – employment practices.
Rector’s Regulation Regarding Human Resource Management at the University of Indonesia
FEB UI: Employment policy modern slavery by Faculty of Economic and Business
Universitas Indonesia issues a policy against forced labor, modern slavery, human trafficking, and child labor. In accordance with Rector’s Decree No. 033 of 2018 concerning Human Resource Management, Chapter X – employment practices, Rector’s Decree No. 16 of 2017, and Letter No. 1970/UN2.R/OTL.03.00/2018 concerning the Determination of Working Time for Educational Staff of Administrative Center of Universitas Indonesia, UI complies with the applicable laws in Indonesia.
Law Of The Republic Of Indonesia Number 13 Of 2003 Concerning Labor
Rector’s Regulation Regarding Human Resource Management at the University of Indonesia
FEB UI: Employment policy modern slavery by Faculty of Economic and Business
Universitas Indonesia imposes a policy to guarantee equal rights of employees when outsourcing to third parties in accordance with Rector’s Decree No. 033 of 2018 concerning Human Resource Management, Chapter X – employment practices. In every outsourcing recruitment held by UI every year, UI always strives for every employee to obtain the similar benefits as other UI employees. UI requires every outsourcing company to provide benefits to its employees, such as a similar monthly salary and health insurance.
Rector’s Regulation Regarding Human Resource Management at the University of Indonesia
Universitas Indonesia implements a policy on an equal pay scale including a commitment to measure and eliminate gender pay gaps in accordance with the Rector’s Decree No. 033 of 2018 concerning Human Resource Management, Chapter X – employment practices. Universitas Indonesia pays all staff and faculty members at least a living wage, which is defined as Regional Minimum Wage (UMR). UI also complies with the applicable laws in Indonesia.
Rector’s Regulation Regarding Human Resource Management at the University of Indonesia
Universitas Indonesia measures or tracks pay scales that apply gender equality. UI pays all staff and faculty members at least a living wage, which is defined as Regional Minimum Wage (UMR) in accordance with Rector’s Decree No. 033 of 2018 concerning Human Resource Management, Chapter X – employment practices, and applicable regulations in Indonesia. UI implements a 3P remuneration system consisting of Pay for Person, Pay for Position, and Pay for Performance. At UI, gender is not a factor in remuneration disparities of employees.
Rector’s Regulation Regarding Human Resource Management at the University of Indonesia
Minimum wage for Depok as the capital city of Jawa Barat province in 2021
Tracking pay scale for gender equity Measurement and tracking payscale gender equity
Universitas Indonesia provides a process for employees to appeal their rights and/or salaries in accordance with Rector’s Decree No. 033 of 2018 concerning Human Resource Management, Chapter X – employment practices. This regulation applies to all areas of UI. UI also complies with the applicable laws in Indonesia.
Rector’s Regulation Regarding Human Resource Management at the University of Indonesia
SOP in Process to appeal employee entitlements and/or salaries
Our actions and goals
Click the SDG Goals to read the initiatives