8.2 Employment practice
Universities need to demonstrate commitment to good employment practices: for example paying staff living wage, union recognition, policies against exploitation (incl. early stage researchers), process to appeal, etc.
Pay all staff and faculty at least the living wage, defined as the local living wage (if government defines this) or the local financial poverty indicator for a family of four (expressed as an hourly wage)
The regulation on the main living wages of Government UGM staff is arranged in the Indonesian Government Regulation Number 15 Year 2019 which is the 18th amendment of Indonesian Government Regulation Number 7 Year 1977 about the Salary of Government Employees. The non-government staff is arranged in the Rector’s Regulation Number 996 Year 2019 about the Salary of Permanent UGM Staff and the Rector’s Regulation Number Number 997 Year 2019 about the Salary of UGM Contract Employees. The salary refers to the Government Regulation Number 15 Year 2019. Besides main living wages, UGM awards the staff performance-based incentives (Rector’s Regulation Number 4 Year 2018). UGM academic staff also receive incentives based on the workload and their academic ranks, which include incentives for teaching, supervision, undertaking community service/outreach programmes, and other academic achievements as regulated in Lecturer Allowance.
Recognise unions and labour rights (freedom of association and collective bargaining) for all, including women and international staff
UGM has an organization created specifically to address the labour rights needs of the university staff, called KORPAGAMA. This organization was executed based on Rector’s Decree Number 392/UN1.P/HK/2018 about the Articles of Association of KORPAGAMA, an association of union labour in UGM (pg. 4).
Have a policy on ending discrimination in the workplace (including discrimination based on religion, sexuality, gender, age or refugee status)
Rector’s Regulation Number 18 Year 2016 about Human Resource Management verse 2 regulates policy on non-discrimination in the workplace. This verse mentioned the principal of human resource management which must be conducted based on non-discrimination regardless, of gender, ethnicity, religion, race, and group.
It corresponds to UGM’s commitment to anti-discrimination as directed by Trustee Board’s Regulations Number 1 Year 2023 about University Strategic Plan 2022-2027 (pg. 14, UGM guarantees that the campus environment is a safe and comfortable ecosystem, free from sexual violence, and other violence, bullying, mental health problems, discrimination, and friendly to people with disabilities). The regulation in 2023 is the continuation of the Trustee Board’s Regulations Number 1 Year 2020 about University Strategic Plan 2017-2022 which also regulates discrimination (pg. 20, inclusive campus development with an anti-discrimination spirit based on race, ethnicity, ethnicity, gender, marital status, disability, age, religion, minority group, etc.). UGM guarantees the rights of all women including staff and students to be treated equally. Based on the Trustee Board’s Regulations Number 1 Year 2021 concerning Campus Master Plans (pg. 13, pg. 25), UGM is fighting for universal principles, namely social justice, equality, inclusivism, and sustainability in all aspects of university administration policies.
- Trustee Board’s Regulations Number 1 Year 2023
- Trustee Board’s Regulations Number 1 Year 2020
- Trustee Board’s Regulations Number 1 Year 2021
In response to the need to prevent and address the issues related to sexual harassment, UGM has issued a Rector’s Regulation specifically related to sexual violence. UGM is committed to maintaining standards of human values and dignity, as well as protecting the entire UGM community from all forms of sexual violence as stated in the Rector’s Regulation Number 1 Year 2020 (Article 2) and updated in Rector’s Regulation Number 1 Year 2023 (Article 2).
Have a policy commitment against forced labour, modern slavery, human trafficking and child labour
Policy commitment on no child labour is addressed in Rector’s Regulation Number 18 Year 2016 Articles 12 and 49, which includes a statement of UGM staff requirements. This includes the minimum age requirement to be UGM staff, which is 18 years old. For those working after hours, UGM regulates the additional time/overtime through Rector Regulations No. 4 Year 2022 about the University’s policy on General Financial Standards (number 3 pg. 6). The University’s policy on General Financial Standards is reviewed and updated annually.
Have a policy on guaranteeing equivalent rights of workers when outsourcing activities to third parties
Rector’s Regulations Number 12 Year 2022 on Procurement of Goods and Services guarantee that procurement of goods and services applies fair principles. The method of procurement of outsourcing services has been incorporated into UGM’s e-purchasing system. The system has set the minimum and maximum wage for outsourced workers.
Rector Regulations No. 4 Year 2022 about the University’s policy on General Financial Standards includes a policy on the rights of outsourcing workers (number 24 pg. 22). This Rector’s Decree also regulates the standard tariffs for professional service from outside UGM such as infrastructure work as mentioned in pg. 91 number 113 and 114. UGM also regulates the minimum wage of outsourcing staff as mentioned in circular letter number 1096/UN1.PIV/P2L/TR/2021. Details of this implementation are regulated through UGM procurement regulation.
Have a policy on pay scale equity including a commitment to measurement and elimination of gender pay gaps
There are no gender pay gaps in UGM. The policy on pay scale issued by UGM is solely determined based on the general salary table which takes employment status and work length into account irrespective of the gender. The main wages of all staff only differ based on their position regardless of gender, as stated in the Indonesian Government Regulation Number 15 Year 2019 for UGM government staff and Rector’s Regulation Number 996 Year 2019 about the Salary of Permanent UGM Staff. Besides main living wages, UGM awards the staff performance-based incentives regardless of gender (Rector’s Regulation Number 4 Year 2018).
Measurement or tracking pay scale gender equity
UGM developed a finance system (finance.simaster.ugm.ac.id) that can be used as a platform for all payment and financial transfers including salary. This finance system is applied to all staff regardless the gender and can be used as a financial tracking system. The reference for the salary and staff wages are regulated through Indonesian Government Regulation Number 15 Year 2019 and Rector’s Regulation Number 996 Year 2019 about the Salary of Permanent UGM Staff, and Rector’s Regulation Number 4 Year 2018 about Performance Based Incentives.
Have a process for employees to appeal on employee rights and/or pay
All types of aspiration including employee appeal on rights and/or pay are accommodated through UGM public aspiration system namely “Conveying Public Aspirations” available at the Integrated Services Portal. This aspiration and employee rights or pay are protected by the UGM policy including Rector’s Regulation Number 514 Year 2015 about UGM Honorary Council, Article IV about Complaint/Reporting which was then amended by Rector’s Regulation Number 13 Year 2016 about UGM Honorary Council.