SDG 8 In Number
Number of employees
3,699
Number of academic staff
1,923
University expenditure (IDR)
1,561,027,263,159
Number of students
27,537
Number of students with work placements for more than a month
13,282
Number of employees on contracts of over 24 months
3,699
8.2.8 Employment Practice Appeal Process
Employee Appeal Process for Employment Rights and Remuneration
Universitas Sebelas Maret (UNS) is committed to ensuring fair, transparent, and accountable employment practices by providing employees with accessible procedures to raise concerns and appeal decisions related to their employment rights and pay. The university recognizes that a clear appeal process is essential to protect employees from unfair treatment and ensure employment-related concerns are properly addressed.
To support this commitment, UNS provides several channels for employees to submit complaints, request consultations, and raise objections concerning remuneration and other employment matters. These mechanisms are supported by institutional regulations and administrative procedures, in line with the principles of decent work, fair treatment, and inclusive economic development promoted under Sustainable Development Goal 8 (SDG 8).
1. Accessible Channels for Appeals and Complaints Regarding Employee Rights and Pay
UNS provides employees with access to formal channels to submit appeals, complaints, and consultations about their employment rights, particularly matters related to remuneration. These services are managed by the Subdirectorate of Evaluation and Remuneration and the Subdirectorate of Career Implementation and Administration under the university’s human resources management structure.
Through the online remuneration platform, employees can access information about their monthly remuneration calculations. If they have questions, concerns, or objections regarding their compensation, employees can contact the responsible subdirectorates through the online contact facility. They may also seek direct, face-to-face consultations with the relevant administrative staff. These channels provide employees with opportunities to clarify remuneration calculations and raise concerns about their employment entitlements.
References:
2. Formal Administrative Appeal Procedures for Protecting Employee Rights
In addition to the remuneration complaint channels, UNS has established formal administrative appeal procedures for employees who disagree with disciplinary decisions that may affect their employment rights. These procedures are regulated under UNS Rector Regulation No. 26 of 2021 concerning Guidelines for Enforcing Discipline for Employees.
Under this regulation, employees have the right to submit written objections to the superior of the authorized disciplinary officer, stating the reasons for their objections. The employee must submit the objection within 14 working days after receiving the disciplinary decision. The regulation also requires the superior to decide on the objection within 21 working days.
Furthermore, Article 20(2) provides for administrative appeals against disciplinary sanctions.
This regulatory framework ensures that employees have a formal opportunity to challenge administrative decisions through established procedures. It supports transparency, accountability, and procedural fairness in the university’s employment practices.
References: UNS Rector Regulation No. 26 of 2021 – Guidelines for Enforcing Discipline for Employees
3. Updated Regulatory Framework for Employee Remuneration and Management
UNS continued to strengthen its regulatory framework for employee remuneration and human resource management during 2025. Rector Regulation No. 3 of 2025 concerning Remuneration, followed by Rector Regulation No. 35 of 2025 amending the previous regulation, provides an updated institutional framework for managing employee remuneration.
In addition, Rector Regulation No. 4 of 2025 amends Rector Regulation No. 38 of 2023 concerning Employee Management. These regulatory developments demonstrate UNS’s continued efforts to maintain an institutional framework for managing employment matters, including employee remuneration and human resource administration. Together with the existing appeal and complaint channels, these regulations support the university’s commitment to fair and accountable employment practices.
Reference: UNS Official Legal Products and Regulations
Conclusion
Through accessible remuneration complaint channels, formal administrative appeal procedures, and an updated regulatory framework, Universitas Sebelas Maret provides employees with opportunities to raise concerns and appeal decisions related to their employment rights and pay. These mechanisms reflect the university’s commitment to transparent, fair, and accountable employment practices.
By ensuring that employees can access information, seek clarification, and submit objections through established institutional channels, UNS supports the principles of decent work and economic justice under SDG 8. The university recognizes that protecting employee rights and providing fair remuneration are key to creating a responsible, inclusive, and sustainable working environment.