In support of female students and employees and to further encourage women’s participation, UGM provides a maternity leave policy.
The management of human resources at UGM is regulated in Rector Regulation Number 11 of 2023, including policies on employee leave. Article 34 states: “UGM provides compensation to its employees, which includes (g)leave”. Article 43 and 44 state that UGM may provide facilities to support the smooth execution of employees’ duties, in accordance with the university’s capabilities. Employee leave is listed as a non-financial facility.
This regulation also encompasses:
Recruitment and Selection: Procedures and criteria for hiring new employees at UGM.
Career Development: Policies on career development for academic and administrative staff, including promotions and skill enhancement.
Performance Evaluation: A performance evaluation system to assess employee contributions and effectiveness.
Compensation and Benefits: The structure of salaries, allowances, and other incentives provided to employees.
Employee Welfare: Programs and facilities aimed at supporting employees’ physical and mental well-being.
Work Discipline and Ethics: Rules regarding work discipline and the code of ethics that all employees must adhere to.
Maternity leave
For Permanent Employees :
For detailed policies regarding maternity leave, UGM refers to Rector’s Regulation Number 22 of 2021 on Employee Leave at UGM. There are various types of leave for employees, including maternity leave. The specific provisions regarding maternity leave are detailed in Chapter III under the section dedicated to “Cuti Melahirkan” (Maternity Leave). This section specifies the eligibility criteria, duration, and procedures for applying for maternity leave at UGM. To apply for maternity leave at UGM, employees are required to submit the following documents:
Leave Application Form: This form can be downloaded from the official UGM website at http://ugm.id/formcuti
Medical Certificate: A doctor’s certificate confirming the expected pregnancy due date.
These documents should be submitted to the relevant administrative department within UGM to process the request.
Maternity leave policy for students differs slightly. The Academic Regulation section on the UGM website provides comprehensive guidelines for students regarding academic procedures and policies. One of the areas covered is for students deciding to take academic leave, including maternity leave. Students may apply for academic leave with the dean’s or rector’s written permission, with the following procedures and policies:
Academic leave is only permitted if the student has obtained written permission from the dean or rector.
Academic leave exceeding two years, whether consecutive or non-consecutive, requires the submission of a formal request to the rector with a copy sent to the dean.
The period of academic leave is not counted as active study time in relation to the maximum study duration.During academic leave, students are not required to pay tuition fees (SPP).
Students are not allowed to take academic leave before the evaluation of the first four semesters. However, under certain circumstances (e.g., pregnancy/childbirth, illness requiring hospitalisation), and with the rector’s approval, academic leave may be granted. In such cases, the leave period will still be counted as active study time and will be used as a basis for evaluation calculations.
It is explicitly mentioned that academic leave with the rector’s approval may be granted for circumstances of pregnancy/childbirth (maternity leave). Several faculties at UGM have their own policies and procedures for maternity leave. In the Academic Guidebook for Undergraduate Programs 2023 of the Faculty of Forestry, specific provisions regarding maternity leave for students are included as exceptional circumstances. Students may be granted academic leave for pregnancy and childbirth before completing the first four semesters, with approval from the rector.
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