Appeal Mechanism for Employee Rights and Compensation

One of the recurring issues in the workplace is the lack of a transparent appeal process for employees when facing matters related to their rights or pay. Without an official channel, employees are vulnerable to unfair treatment and may lose the opportunity to advocate for their entitlements. Recognizing this, Universitas Sebelas Maret (UNS) emphasizes its commitment to protecting workers’ rights through fair, transparent, and accountable employment policies.

UNS employees have the opportunity to submit appeals, consultations, or claims directly regarding employment rights, including pay, through the Subdirectorate of Career Implementation and Administration and the Subdirectorate of Evaluation and Remuneration. The Subdirectorate of Evaluation and Remuneration and the Subdirectorate of Human Resources provide an online platform where all UNS employees can view the calculation of their monthly remuneration https://remunerasi.uns.ac.id/web/ . Appeals and consultations regarding remuneration or other human resource matters can be submitted through the system by logging in and sending a message to the respective subdirectorates via https://remunerasi.uns.ac.id/web/hubungi. Alternatively, employees may also meet directly with staff from both subdirectorates for face-to-face consultations. This process allows employees to raise objections, questions, or disputes related to compensation and other employment matters, ensuring that employees’ rights are addressed fairly and transparently. UNS is committed to providing a clear and accessible mechanism for all employees to resolve any issues related to their employment rights.

Additionally, UNS has an official process in place for employees to pursue administrative action if they are not satisfied with any decision made. This is regulated under UNS Rector Regulation No. 26 of 2021, which outlines the guidelines for Enforcing Discipline for Employees, specifically in Chapter IV, Articles 18–22. The forms of administrative action include:

• Objection – submitted in writing to the superior of the authorized disciplinary officer (Article 21) within 14 working days after receiving the decision.
• Administrative appeal – submitted by the Personnel Development Officer (Article 20, paragraph 2).
• The superior of the authorized disciplinary officer is obliged to provide a decision on the objection within 21 working days (Article 22, paragraph 3).

Through this, UNS ensures a formal, transparent, and accountable channel for employees to submit objections or defend their rights in the disciplinary enforcement process.

Looking forward, UNS is committed to strengthening this appeal process by developing a more responsive monitoring system, providing digital reporting channels, and ensuring that evaluations are conducted periodically with the involvement of independent parties when necessary. With these steps, UNS confirms its position as a higher education institution that not only prioritizes academic excellence but also ensures fair and transparent employment practices that meet international standards.

Regulatory Framework Supporting Fair Employment Practices and Employee Rights at UNS