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SDG 8: DECENT WORK AND ECONOMIC GROWTH

Decent work in safe and stable conditions is a vital component of helping people out of poverty, with the related aspects of reducing hunger and increasing health. The rise of precarious employment, modern slavery, and uneven growth has created threats to a sustainable future. Universities as employers can lead the way, as teachers can educate for the future, and as innovators can develop new and fairer ways of working.

THE Impact Rankings Methodology 2022, p. 20

Employment practices

Universitas Indonesia pays all staff and faculty at least a living wage, defined as a local living wage (Regional Minimum Wage). Universitas Indonesia employs civil servants and non-permanent civil servants. In this regard, UI must adjust its policies to the policies issued by the government, especially in its remuneration system. Universitas Indonesia 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 workers’ remuneration disparities. These matters are regulated in the UI Rector’s Decree concerning Human Resource Management at Universitas Indonesia.

The UI Rector’s Regulation No. 033 of 2018 concerning Human Resource Management at Universitas Indonesia

Circular Letter No. 20 of 2021 concerning Policy on Work System Adjustment During the community activity restrictions (PPKM) Period in the Context of Preventing the Spread of the Coronavirus Disease (COVID-19) Outbreak in the environment of Medical Faculty of UI

Universitas Indonesia recognizes the rights of trade & labor unions including women and international staff. This includes unions for employees and lecturers. Votes from employees will be represented by members of the supervisory board selected from employees and lecturers. Their opinion will be considered in all University policies. All lecturers and employees can create informal organizations and clubs based on hobbies and interests. They can gather at the facilities at the UI Faculty Club. All faculties have cooperatives to facilitate employees’ needs for financial and basic needs. Human Resource Management at UI is based on professionalism, equality, and equal rights that do not discriminate against people based on ethnicity, race, religion and gender. It also provides equal rights for people with disabilities as stated in Article 2 of the UI Rector’s Decree Number 33 of 2018 concerning Human Resource Management.

The UI Rector’s Regulation No. 033 of 2018 concerning Human Resource Management at Universitas Indonesia

Universitas Indonesia has a policy commitment to no forced labor, no modern slavery, no human trafficking, and no child labor. Human Resource Management at UI is based on professionalism, equality, and equal rights that do not discriminate against people based on ethnicity, race, religion and gender. It also gives the same rights to people with disabilities as stated in Article 2 of The UI Rector’s Decree No.33 of 2018 concerning Human Resource Management. Universitas Indonesia also protects its workers from discrimination and harassment in the work environment as regulated in Article 62 of the UI Rector’s Decree No.33/2018. Equality and Dignity that is one of the UI values are also the basis for equal rights and anti-discrimination applied on campus. Equality is shown by providing equal and non-discriminatory opportunities and treatment to everyone within UI in carrying out their respective duties, including academic development and other activities, not based on decisions disregarding the differences in race, ethnicity, religion, gender, marital status, age, disability, and sexual orientation. Universitas Indonesia opens opportunities for people with disabilities to work at UI. Universitas Indonesia is committed to treating everyone equally with respect, compassion, obedience to ethics, politeness, and appropriateness in any situation.

The UI Rector’s Regulation No. 033 of 2018 concerning Human Resource Management at Universitas Indonesia

Universitas Indonesia has a policy to guarantee workers’ equal rights when outsourcing to third parties. Universitas Indonesia has a policy commitment to no forced labor, no modern slavery, no human trafficking, and no child labor.
 
UI Rector’s Decree No. 33 of 2018 concerning Human Resource Management at Universitas Indonesia states that Human Resource Management is an important matter based on professionalism, equity, and equal rights that do not discriminate against ethnicity, religion, race, and gender. UI also gives the same rights to people with disabilities. Human resource development is intended to improve skills and expertise in accordance with the values ​​needed by UI to achieve its vision and mission. Therefore, UI is committed to managing its human resources in accordance with the rules applied.
 
All workers receive statutory salaries and benefits, as well as health insurance and pension benefits. In addition, UI also regulates overtime hours paid for its workers as stated in the Rector’s Decree No 16 of 2017 concerning Universitas Indonesia’s Education Staff Attendance System. The system of paid leave and overtime is also described in the decree as a means to protect UI workers from working beyond their capacity.
 
Universitas Indonesia regulates their working hours to a maximum of 14 (fourteen) hours a week or 50 (fifty) hours a month. This statement is also reinforced by a circular letter numbered 1970/UN2.R/OTL.03.00/2018 concerning the Working Time Determination for Education Staff of the UI Administrative Center. Workers are provided with overtime pay and meal allowances to guarantee that their needs are met while working overtime. Annual leave is given as much as twelve working days a year excluding leave for important reasons. With this regulation, UI workers are expected to lead a balanced work life.
 
Universitas Indonesia also guarantees the protection of workers from bullying and sexual harassment as stated in Article 62 of the Human Resources Management Regulation. Workers experiencing bullying and sexual harassment have the right to apply for legal assistance and psychological treatment. Universitas Indonesia does not employ underage workers, as stated in the Rector’s Decree no. 33 explaining that prospective lecturers must have at least a master’s degree. The average age of a master’s program graduate is 22 to 25 years. Meanwhile, prospective education staff must be at least a Vocational High School graduate with an average age of 17 to 19 years, and already have an ID card. Therefore, all UI workers can be categorized as adults and have an ID card.

The UI Rector’s Regulation No. 033 of 2018 concerning Human Resource Management at Universitas Indonesia

Universitas Indonesia has a policy to guarantee workers’ equal rights when outsourcing to third parties. Universitas Indonesia employs several workers working around the UI campus from outsourcing companies. The outsourced employees at UI include Outsourced Cleaning Services and Outsourced Security Workers at UI Campuses. In every outsourcing recruitment held by UI every year, UI always tries to guarantee that every worker gets the same benefits as other UI employees. UI requires every outsourcing company to provide benefits to its workers, such as the same salary every month and health insurance.

Employment practice equivalent rights outsourcing of Universitas Indonesia

Universitas Indonesia has a pay scale equality policy including a commitment to measure and eliminate gender pay gaps. UI employs permanent civil servants and non-civil servant employees. In this regard, UI must adjust its policies to the policies issued by the government, especially in its remuneration system. Universitas Indonesia 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 workers’ remuneration disparities. Regional Minimum Wage Standards imposed by the government and comparisons from other fields excluding the Higher Education industry are also taken into account in the Take Home Pay remuneration of University Workers. In addition to BPJS Kesehatan (Healthcare and Social Security Agency) made by the government, UI also implements other additional worker welfare programs, such as additional health insurance and welfare assistance.

The UI Rector’s Regulation No. 033 of 2018 concerning Human Resource Management at Universitas Indonesia

Universitas Indonesia has several measures to track gender equality in terms of their pay scale. There is no difference between men and women. Universitas Indonesia 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 workers’ remuneration disparities. Regional Minimum Wage Standards imposed by the government and comparisons from other fields excluding the Higher Education industry are also taken into account in the Take Home Pay remuneration of University Workers. In addition to BPJS Kesehatan (Healthcare and Social Security Agency) made by the government, UI also implements other additional worker welfare programs.

The UI Rector’s Regulation No. 033 of 2018 concerning Human Resource Management at Universitas Indonesia

Government Regulation of the Republic of Indonesia Number 15 of 2019 concerning the Eighteenth Amendment to Government Regulation Number 7 of 1977 concerning Civil Servant Salary Regulation

Universitas Indonesia has a process for employees to appeal their right and/or salaries. The rights of UI workers are listed in Chapter X of the Rector’s Decree Number 33 of 2018 concerning Human Resource Management. One of the benefits listed is the remuneration of workers. Workers through their work unit leaders can submit questions or lodge an appeal against the rights and obligations they have received. The leader of the work unit must write a letter to the Vice Rector/Directorate in charge of Human Resources Management regarding the question or appeal. After receiving the letter, the Directorate of Human Resources Management (DSDM) will conduct a workload and position analysis. With the data available, the directorate will be able to accept or reject the appeal. The decision to accept or reject the appeal is determined by the results of the job analysis, organizational structure and governance, as well as job evaluation in each unit.

The UI Rector’s Regulation No. 033 of 2018 concerning Human Resource Management at Universitas Indonesia

SDG 8 IN NUMBERS

Number of employees

6,266

Number of academic staff

4,053

University expenditure

IDR2,736,000,000,000

Number of students

41,123

Number of students with work placements for more than a month

9,524

Number of employees on contracts of over 24 months

4,570

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