Having a job does not guarantee the ability to get out of the grip of poverty. A persistent shortage of decent job opportunities, inadequate investment and low consumption lead to the erosion of the fundamental social contract on which a democratic society is based: All progress must be shared. Decent work in safe and stable conditions is an important component of helping people move out of poverty, with aspects related to reducing hunger and improving health. The rise of precarious work, modern slavery, and unequal growth have created threats to a sustainable future. Colleges as employers can lead, as teachers can educate for the future, and as innovators can develop new and fairer ways of working.
Employment practice living wage
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.
Employment policy on discrimination
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
Employment policy modern slavery
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
Employment practice equivalent rights outsourcing
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
Employment policy pay scale equity
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
Tracking pay scale for gender equity
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
Employment practice appeal process
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
