SDG 8: DECENT WORK AND ECONOMIC GROWTH
Having a decent job, in terms of time, effort and wages is a major factor in survival. This can get people out of poverty.
With the work of every community, the survival of them and those around them will be better. Not only from an economic aspect, from a health aspect it will also get better.
Employment practice
Implementing living wage employment practices will create a fair and prosperous working environment. This policy aims to ensure that all workers receive compensation by a decent standard of living, thereby supporting employee welfare, increasing motivation, and building an inclusive and sustainable work culture.
Implementing living wage employment practices throughout its operational scope. This initiative aims to ensure that every employee receives fair compensation in accordance with laws and industry standards and create an ethical working environment that supports the welfare of all workers.
The formation of trade unions and fair employment practices as part of the commitment to create an inclusive and dignified work environment. This initiative aims to provide space for employees to voice their aspirations, strengthen harmonious industrial relations, and ensure that labour rights are respected and protected by the principles of justice and welfare.
Supports workers’ rights and creates a fair work environment by implementing labour practices that support trade unions. This initiative aims to ensure that employees are free to associate and bargain collectively, per applicable laws and regulations, and promote harmonious and productive industrial relations.
Creating a work environment free from discrimination through implementing an anti-discrimination employment policy. This policy ensures that every employee is treated fairly and equally regardless of background, including gender, race, religion, age, or physical condition, to create an inclusive, respectful and supportive work environment for all staff.
Implementing an employment policy on discrimination to create a fair and accessible work environment from all forms of discrimination. Through this policy, the university seeks to prevent and address discriminatory acts in all aspects of employment, ensuring that every individual is treated equally and professionally regardless of background or personal characteristics.
- Policy of Balance of Rights and Obligations for All Staff
- Policy of Equalization of Positions Without Gender Regard
- https://feb.unpad.ac.id/feb-unpad-tetapkan-zona-integritas-feb-unpad-tingkatkan-standar-pelayanan/
- https://pasca.unpad.ac.id/graduate-school-of-universitas-padjadjaran-implements-zero-discrimination-policy-to-foster-an-inclusive-workplace/
Maintain integrity and ethics in the work environment by implementing an employment policy to prevent modern slavery. This policy aims to ensure that all employees work voluntarily, are free from exploitation or forced labour practices, and support a safe, fair, and human rights-respecting work environment.
Create a work environment free from all forms of exploitation by implementing an employment policy on modern slavery. This policy aims to prevent, detect and eliminate modern slavery practices, including forced labour and human trafficking, and to ensure that the human rights of all employees are respected and protected by applicable laws and regulations.
Ensuring equal rights in outsourcing employment practices and creating a fair and inclusive working environment for the entire workforce. This policy aims to ensure that outsourcing employees receive equal treatment in employment rights, such as compensation, job protection, and development opportunities, by applicable regulations and standards.
Implementing outsourcing employment practices by upholding equal rights for all workers. This initiative aims to ensure that outsourcing workers receive fair and equal treatment with internal employees, including wages, working conditions, and other employment rights, by applicable laws and regulations.
Implementing a fair wage scale employment policy will create a fair and transparent work environment. This policy aims to ensure that every employee receives compensation commensurate with their responsibilities, skills, and experience and supports the well-being of the entire workforce based on the principles of fairness and equality.
Promoting fairness and sustainability through an employment policy that ensures a fair wage scale for all employees. This policy aims to ensure that all employees receive compensation commensurate with their qualifications, experience, and contributions to the university and supports a decent standard of living in society.
- https://fisip.unpad.ac.id/2023/11/implementation-of-salary-equality-maternity-leave-policy/
- https://pasca.unpad.ac.id/graduate-school-unpad-implements-parental-leave-policies-to-support-work-life-balance/
- https://pasca.unpad.ac.id/unpad-graduate-school-introduces-sustainability-guidelines-to-foster-decent-work-and-economic-growth-aligned-with-sdg-8/
- https://drive.google.com/file/d/1KshIZpV0RImy1wJ3RkQvB727TP_PLpPm/view
Promote gender equality in the workplace through tracking fair pay scales for gender equality. This initiative aims to ensure that all employees, regardless of gender, receive equal compensation for work with equal responsibilities and qualifications, thereby creating a fair, inclusive and empowering work environment for the entire workforce.
Promote gender equality in the workplace through tracking fair pay scales for gender equality. This initiative aims to ensure that remuneration is provided fairly and equally to all employees, without discrimination based on gender, by conducting regular evaluations and reviews of wage structures and pay practices.
maintain fairness and transparency in the work environment through the implementation of an employment practice appeal process. This initiative aims to provide a fair and open mechanism for employees who wish to submit complaints or objections regarding employment practices, so that each issue can be handled professionally and in accordance with applicable regulations.
ensure fairness and transparency in employment relations through the provision of an employment practice appeal process. This policy aims to provide a fair and structured mechanism for employees to submit objections or complaints regarding employment decisions, thereby creating a harmonious work environment that respects individual rights.
creating a fair working environment and respecting employment practices that uphold labour rights. This initiative aims to ensure that every employee receives protection, equal treatment, and access to labor rights in accordance with applicable legal and ethical standards to support the welfare and productivity of the entire workforce.
supporting and respecting labour rights in employment practices as the foundation of a fair and ethical working environment. This initiative aims to ensure that all employees receive equal treatment, access to safe working conditions, and the opportunity to communicate and negotiate collectively in accordance with applicable labour norms and international human rights principles.
Policy review of Regulation of the Academic Senate of Universitas Padjadjaran Number 3 of 2024 Concerning Guidelines for The Implementation of Remuneration for Lectures, Education Staff, and Managers of Universitas Padjadjaran
Points:
Non PNS TKU career path opportunities are provided in all activities, participation, and structures regardless of ethnicity or race and/or gender.
Evaluation:
Has implemented a policy of no discrimination, especially gender, against employees in the Universitas Padjadjaran environment. Universitas Padjadjaran views all staff objectively, not including structural or functional
positions.
Recommendation:
Maintaining the implementation of policies that do not discriminate against anyone in the Padjadjaran University environment. Increasing tolerance to anyone, regardless of gender, ethnicity, race, or religion.
Related Link:
Documents proving review of employment policy on discrimination
Policy review of Regulation of the Academic Senate of Universitas Padjadjaran Number 14 of 2022 Concerning Guidelines for The
Implementation of Remuneration for Lectures, Education Staff, and Managers of Universitas Padjadjaran
Point:
- Universitas Padjadjaran, hereinafter referred to as Unpad, is an institution within the Government which was formed to provide educational services to the community without prioritizing profit seeking and in carrying out its activities is based on the principles of
efficiency and productivity.
2. Remuneration is employee benefits that can be in the form of salary, honorarium, fixed allowances, incentives, bonuses for achievement, and/or pensions. Remuneration is given to Lecturers, Education Staff, and Managers of Universitas Padjadjaran based on assigned positions, roles, responsibilities, and performance targets.
3. Remuneration Structure is the arrangement and organization of a
compensation system that integrates the provision of employee benefits including salary, honorarium, fixed allowances, incentives, bonuses
for achievement, and/or pensions. The sources of remuneration funding are Pure National Budget and Community Funds.
Evaluation:
Modern slavery policy by providing decent wages by government regulations. By implementing cooperation per government regulations and agreements, there is no discrimination or intimidation against workers in the Universitas Padjadjaran area.
Recommendation:
Maintaining policies that employ and provide proper rights by government
regulations. Increasing the value of remuneration and facilities for workers to
improve the viability of workers’ lives can provide an effect of increasing
performance.
Related Link:
Policy Review Document related to employment policy modern slavery
Policy review of Regulation of the Academic Senate of Universitas Padjadjaran Number 14 of 2022 Concerning Guidelines for The Implementation of Remuneration for Lectures, Education Staff, and Managers of Universitas Padjadjaran
Point:
- The Guidelines for the Implemention of Remuneration for Lecturers, Education Staff, and Managers within Universitas Padjadjaran are a reference in determining the amount of salary, allowances, and
Performance Incentives for Lecturers, Education Staff, and Managers within Universitas Padjadjaran. - Universitas Padjadjaran, hereinafter referred to as Unpad, is an institution within the Government which was formed to provide educational services to the community without prioritizing profit seeking and in carrying out its activities is based on the principles of
efficiency and productivity. - Remuneration is employee benefits that can be in the form of salary, honorarium, fixed allowances, incentives, bonuses for achievement, and/or pensions. Remuneration is given to Lecturers, Education Staff, and Managers of Universitas Padjadjaran based on assigned positions, roles, responsibilities, and performance targets.
- Remuneration Structure is the arrangement and organization of a
compensation system that integrates the provision of employee benefits
including salary, honorarium, fixed allowances, incentives, bonuses for
achievement, and/or pensions. The sources of remuneration funding are Pure National Budget and Community Funds.
Evaluation:
Adjustment of Rights and Obligations for lecturers, education personnel, and all staff in the Universitas Padjadjaran area is implemented for the benefit.
The rights of workers from outsourcing are still given equal rights with other
employees.
Recommendation:
Maintaining equal rights and obligations for all staff at Universitas Padjadjaran, including lecturers, education staff and other staff.
Related Link:
Policy review document related to employment practice equal rights outsourcing
Policy review of Regulation of the Academic Senate of Universitas Padjadjaran Number 14 of 2022 Concerning Guidelines for The Implementation of Remuneration for Lectures, Education Staff, and Managers of Universitas Padjadjaran
Point:
- Unpad Remuneration Budget sourced from Pure National Budget and Community Funds includes fixed income and variable income specified in the Work Plan and Annual Budget. The Remuneration Budget uses
the same Unpad Cost Standards for all work units.
b. The sources of Community Funds include income from education services and education support, income from research collaboration and community service, grants, income from asset utilization, and income from business profits. The Rector can determine the allocation of community funds to meet Unpad Remuneration budget needs.
c. The determination of the list of beneficiaries and the amount of
Unpad Remuneration is carried out at the beginning of each semester as the basis for monthly remuneration payments. - The Universitas Padjadjaran Remuneration Guidelines were prepared to give appreciation for the performance of Managers, Lecturers, and Education Staff to be able to achieve the IKU/IKK targets of Universitas Padjadjaran.
Evaluation:
Equalization of income, bonuses, and other facilities for the entire academic
community at Padjadjaran University is enforced. There is no difference in salary based on gender, ethnicity, or race. Salary is given according to work capacity and responsibilities given.
Recommendation:
Implement policies related to salary, bonuses, and other facilities properly.
Provide more incentives if there is work outside the city or outside working
hours according to a living wage.
Related Link:
Policy Review of Regulation of Outsourcing
Expenditure per employee
This is the FTE (Full Time Equivalent) number of employees, including outsourced core services
Total university expenditure in last financial year.
Proportion of students taking work placements
This is the FTE (Full Time Equivalent) number of students in all years and of all programmes that lead to a degree, certificate, institutional credit or other qualification, referring to year 2022.
This is the FTE (Full Time Equivalent) number of students with work placements (required as part of the course) of more than a month.