{"id":1425,"date":"2024-09-17T08:08:08","date_gmt":"2024-09-17T08:08:08","guid":{"rendered":"https:\/\/sdgs.uph.edu\/?page_id=1425"},"modified":"2025-10-23T07:16:35","modified_gmt":"2025-10-23T07:16:35","slug":"sdg-8-decent-work-and-economic-growth","status":"publish","type":"page","link":"https:\/\/sdgs.uph.edu\/index.php\/sdg-8-decent-work-and-economic-growth\/","title":{"rendered":"SDG 8: DECENT WORK AND ECONOMIC GROWTH"},"content":{"rendered":"\n
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SDG 8: DECENT WORK AND ECONOMIC GROWTH<\/h2>\n\n\n\n

Universitas Pelita Harapan (UPH) is committed to SDG 8: Decent Work and Economic Growth by promoting sustainable economic practices and preparing students for successful careers. The university offers programs that emphasize entrepreneurial skills, innovation, and economic development. UPH collaborates with industry partners to provide internships, job placements, and real-world experiences, enhancing employability and supporting career growth. The university also fosters a culture of research and development that drives economic progress and supports sustainable business practices. Through these efforts, UPH aims to contribute to inclusive and sustainable economic growth and create opportunities for meaningful employment.<\/p>\n<\/div>\n<\/div>\n\n\n\n

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EMPLOYMENT PRACTICE<\/h1><\/div><\/div>
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EMPLOYMENT PRACTICE LIVING WAGE<\/h3><\/div><\/div>
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Universitas Pelita Harapan (UPH) pay all staff and lecturers properly compared to the Tangerang City Minimum Wage (UMK) of Rp. 4,584,519.08 per month for staff below Bachelor’s degree. For lecturers or staff above Bachelor’s degrees, they are given according to their position, role and job description. Determination of salaries for lecturers also takes into account education, academic rank or if there are additional structural assignment allowances. Human Resource Department (HRD) of UPH regulates appropriate payments and financial rewards are given on time every 25th of every month. Payments are transferred through each employee’s account registered in the HRD data. This matter is stated in the Addendum to the 2020-2022 UPH Company Regulations<\/a><\/p>\n<\/div><\/div><\/div>\n\n\n\n

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EMPLOYMENT PRACTICE UNIONS<\/h3><\/div><\/div>
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UPH does not have a labor union but allows every employee at all levels to join the employee Koperasi karyawan (KOPKAR) association without discriminating against gender, including international staff KOPKAR UPH\u2019 Members Data<\/a>. UPH has 1.264 employees (784 lecturers and 480 supporting staff), then 709 employees as members of the KOPKAR (56%). Then UPH also supports every employee to participate and be active in professional membership according to their field of expertise.
Lecturers show professionalism as nationally certified educators that have been recognized nationally in Indonesia and are supported in the process of reporting their performance through one of the sections in HRD, namely Lecturer Academic Pathway Services (LAPS), as can be seen in the table 8.3. the number of Nationally Certified Educators which is increasing per year. <\/p>\n\n\n\n


Table 8.3. Number of Nationally Certified Educators <\/p>\n\n\n\n

2020<\/strong> <\/td>2021<\/strong> <\/td>2022<\/strong> <\/td>2023<\/strong> <\/td><\/tr>
272 <\/td>316 <\/td>332 <\/td>352 <\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n
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Annual Meeting Kopkar
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UPH also facilitates and supports lecturers’ participation in professional associations outside campus for all, including women and international staff as support for self-development and participation in scientific development for the community as seen in Keikusertaan Asosiasi<\/a> <\/p>\n<\/div><\/div><\/div>\n\n\n\n

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EMPLOYMENT POLICY ON DISCRIMINATION<\/h3><\/div><\/div>
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UPH does not discriminate in implementing personnel regulations. HRD does not differentiate between gender, age, social status and national origin in accepting employees and applies the same employee rules to each employee in accordance with the UPH Employee Regulations which are always improved every year. The image below shows the diversity of UPH employees. Rektor, Dekan, Kaprodi, Jabatan Struktural UPH – UPH | Universitas Pelita Harapan | True Knowledge, Faith in Christ, Godly Character<\/a> <\/p>\n\n\n\n

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This shows that UPH applies inclusiveness in managing diverse human resources. These regulation must be obeyed without discrimination. Its implementation is provided in the form of: <\/p>\n\n\n\n

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  1. Employee code of ethics contained in the Rector’s regulations PR 006 2023 Kode Etik Karyawan Universitas Pelita Harapan<\/a><\/li>\n\n\n\n
  2. UPH Code of Conduct contained in Foundation’s Decree YUPH Decree No. 115\/SK.YUPH-LGL\/XII\/2022 Code of Conduct UPH<\/a><\/li>\n<\/ol>\n\n\n\n

    Also in the form of financial support for research and publications for lecturers as well as providing incentives according to work results including for publication of scientific papers, works of art and intellectual property right that do not differentiate between gender, ethnicity, generation, national origin that stated at 084\/SKR-UPH\/VI\/2022<\/a>. 

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    UPH through HRD division has People and Knowledge Development Center (PEAK Center) that improving the qualifications of educational staff through the opportunities for further study and providing regular training and certification in accordance with the UPH Quality Standards Documents which regulated in document     STA 06 Lecturer and Educational Staff Standard<\/a>.<\/p>\n<\/div><\/div><\/div>\n\n\n\n

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    EMPLOYMENT POLICY MODERN SLAVERY<\/h3><\/div><\/div>
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    The human resource recruitment process carried out by UPH\u2019s HRD against forced labor, modern slavery, human trafficking and child labour is stated in Decree 031\/SK-YUPH\/2016 concerning the Vision, Mission and Goals of Pelita Harapan University Surat Keputusan 032\/SK-YUPH\/2016<\/a> concerning HR management includes the qualifications and competencies of lecturers and education staff with the expected profiles and competencies. All employees are over 18 years old according to Law no. 23 of 2002 concerning Child Protection, the adult age limit is 18 years Pasal 1 angka 1 aturan ini menyatakan bahwa anak adalah seseorang yang belum berusia 18 tahun\u202f<\/a>. 

    UPH appreciates employees’ contributions by not exploiting them so that employees’ working hours are 8 hours per day following labour regulations in Indonesia. As stated on the UPH website, our people are our most valuable assets. We believe in finding the right person for the right job according to their passion, purpose and calling. We carefully handpick our lecturers who are not only competent but have a heart for educating our future leaders. We work together and we grow together as a family. <\/p>\n\n\n\n

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    Career at UPH<\/strong><\/a>
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    Careers at UPH are also inclusive and uphold the principles of human resource management in accordance with biblical values \u200b\u200bagainst forced labour, modern slavery, human trafficking and child labour. <\/p>\n<\/div><\/div><\/div>\n\n\n\n

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    EMPLOYMENT PRACTICE EQUIVALENT RIGHTS OUTSOURCING<\/h3><\/div><\/div>
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    The right to equality in the workplace in the Undang-Undang Dasar 1945 guarantees the right to equality in Article 28 paragraph 2, which states that everyone has the right to be free from discriminatory treatment on any basis. Undang-Undang Cipta Kerja Tahun 2020<\/a> provides legal protection for outsourcing workers. UPH as a company that uses outsourced employee services complies with legal obligations towards these employees, in accordance with Indonesian laws and regulations. The following are these obligations, such as:  Providing decent wages in accordance with minimum standards set by the government; Providing welfare protection including health insurance according to government regulations; Access to other company facilities; A safe work environment including work equipment that meets safety standards; Respect the rights to organize and the rights to privacy and fair treatment; A clear employment contract that includes details about the job regarding the duration of the contract and working conditions; Not discriminatory.  
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    Therefore, outsourcing at UPH has conditions such as For example, outsourcing  allow enjoy the UPH environment and related facilities including worship facilities for Muslims provided on the 2nd floor of Building B. UPH also provides Christian outsourcing spiritual growth opportunities by being given the opportunity to attend spiritual retreats or religious services. Non-Christians are given the opportunity to carry out their worship by providing prayer facilities in one of the UPH buildings. <\/p>\n\n\n\n

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    Outsourcing employees join event with permanent employees<\/p>\n<\/div><\/div><\/div>\n\n\n\n

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    EMPLOYMENT POLICY PAY SCALE EQUITY<\/h3><\/div><\/div>
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    Financial management at UPH is carried out centrally by the Directorate of Finance or UPH Finance and is under the Vice Chancellor for Finance and General Affairs. Overall financial management is under the supervision of the Pelita Harapan Education Foundation (YPPH).  

    UPH implements a salary scale equality policy which is an important component of salary management and aims to reduce salary gaps and promote fairness. UPH, which implements fairness in salary scales, not only minimizes salary inequality, but also creates a sense of fairness among its employees. UPH is also able to increase employee engagement and retention because of this. The policy follows the principles of diversity and inclusion, helps eliminate gender and racial pay gaps, and encourages the development of a more equitable and transparent work environment. 

    UPH provides Equal pay to all employees for work that is the same or roughly similar, for labour that is evaluated as equivalent, and for work of equal value. This policy applies to all kinds of compensation, including salaries, bonuses, social security, vacation and holiday pay, reimbursement for travel expenses, and benefits provided by UPH without distinction of gender. 

    Some of the underlying policies are: <\/p>\n\n\n\n

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    1. Rector’s Decree Number 084\/SKR-UPH\/VI\/2022 concerning Providing Incentives for Publication of Scientific Writings, Works of Art, and Intellectual Property Rights (IPR) within Pelita Harapan University Keputusan Rektor Nomor 084\/SKR-UPH\/VI\/2022 tentang Pemberian Insentif Publikasi Karya Tulis Ilmiah, Karya Seni, Dan Hak Kekayaan Intelektual (HKI) Di Lingkungan Universitas Pelita Harapan<\/a> <\/li>\n\n\n\n
    2. Rector\u2019s Decree Number 98\/SKR-UPH\/VII\/2022 concerning Providing Incentives for Lecturers or Subject Matter Experts (SME) for Online Course Developers within Pelita Harapan University Keputusan Rektor Nomor 98\/SKR-UPH\/VII\/2022 tentang Pemberian Insentif Dosen atau Subject Matter Expert (SME) Pengembang Mata Kuliah Daring di Lingkungan Universitas Pelita Harapan<\/a> <\/li>\n\n\n\n
    3. Rector’s Decree Number 167\/SKR-HRD-UPH-LV\/XII\/2022 concerning Employee Official Travel Allowances; ERP Financial Guidelines Keputusan Rektor Nomor 167\/SKR-HRD-UPH-LV\/XII\/2022 tentang Tunjangan Perjalanan Dinas Karyawan.<\/a> <\/li>\n\n\n\n
    4. Pedoman Keuangan ERP <\/li>\n<\/ol>\n<\/div>\n<\/div><\/div><\/div>\n\n\n\n
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      TRACKING PAY SCALE FOR GENDER EQUITY<\/h3><\/div><\/div>
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      UPH is committed to maintaining gender equality in salary levels through policies that regulate remuneration that does not differentiate between gender for male and female workers. UPH ensures policies that do not have pay disparities based on gender. Each employee at UPH receives compensation determined by factors such as education, work experience, and performance. Commitment to gender equality in salary scales is explicitly documented in company regulations YUPH Decree 0142\/YUPH-LGL\/III\/2023 regarding UPH’s commitment to transparent and fair compensation practices for all employees. Peraturan Perusahaan Surat Keputusan YUPH 0142\/YUPH-LGL\/III\/2023 tentang Pemberlakuan PP YUPH Tahun 2023-2025<\/a>. Then supported by the following implementation:  <\/p>\n\n\n\n

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      1. Rector’s Decree Number 084\/SKR-UPH\/VI\/2022 concerning Providing Incentives for Publication of Scientific Writings, Works of Art, and Intellectual Property Rights (IPR) within Pelita Harapan University Keputusan Rektor Nomor 084\/SKR-UPH\/VI\/2022 tentang Pemberian Insentif Publikasi Karya Tulis Ilmiah, Karya Seni, Dan Hak Kekayaan Intelektual (HKI) Di Lingkungan Universitas Pelita Harapan<\/a> <\/li>\n\n\n\n
      2. Rector\u2019s Decree Number 98\/SKR-UPH\/VII\/2022 concerning Providing Incentives for Lecturers or Subject Matter Experts (SME) for Online Course Developers within Pelita Harapan University Keputusan Rektor Nomor 98\/SKR-UPH\/VII\/2022 tentang Pemberian Insentif Dosen atau Subject Matter Expert (SME) Pengembang Mata Kuliah Daring di Lingkungan Universitas Pelita Harapan<\/a> <\/li>\n\n\n\n
      3. Rector’s Decree Number 167\/SKR-HRD-UPH-LV\/XII\/2022 concerning Employee Official Travel Allowances; ERP Financial Guidelines Keputusan Rektor Nomor 167\/SKR-HRD-UPH-LV\/XII\/2022 tentang Tunjangan Perjalanan Dinas Karyawan.<\/a> <\/li>\n<\/ol>\n\n\n\n

        UPH provides opportunities and facilities in the form of funds for education personnel to develop their knowledge and skills, either through further study at S1\/S2\/S3 level, or by participating in various trainings according to needs. The opportunity for further study through the provision of UPH scholarships is regulated in No. 031-SKR-HRD-UPH-LVI-III-2019<\/a> concerning Provisions for Further Study of Strata 2 (S2), Strata 3 (S3) and Specialization Education Programs for UPH Academic and Administrative Personnel. <\/p>\n<\/div><\/div><\/div>\n\n\n\n

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        EMPLOYMENT PRACTICE APPEAL PROCESS<\/h3><\/div><\/div>
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        UPH is committed to being a workplace that provides justice and maintains transparency to employees when submitting requests or appeals regarding rights or wages. This commitment has been stated in the company regulations and has been conveyed to all employees. UPH through HRD accommodates clear and easily accessible pathways for employees to resolve employment issues and ensures that their rights and salaries are handled due to policies. Peraturan Perusahaan Surat Keputusan YUPH 0142\/YUPH-LGL\/III\/2023 tentang Pemberlakuan PP YUPH Tahun 2023-2025<\/a>. HRD\u2019s UPH has provide clear and easily accessible channels for employees to raise concerns and ensure that their rights and wages are handled in accordance with established policies. <\/p>\n<\/div><\/div><\/div>\n\n\n\n

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        EMPLOYMENT PRACTICE LABOUR RIGHTS<\/h3><\/div><\/div>
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        UPH has a University Senate that represented by each department or faculty that can represent the interests of both academic and non-academic of each employees SKR Senat UPH<\/a>. Senate members do not discriminate on the basis of gender, age and national origin. Senate members selected to represent faculty members. In accordance with the National Law, in the absence of a trade union, workers’ representatives (elected and authorized by workers). Article 28 of the 1945 Constitution regulates the freedom to associate and assemble. More precisely, Article 28 of the 1945 Constitution reads: “Freedom to associate and assemble, express thoughts and writings, and so on, is determined by law.” UUD 1945<\/a>. 

        In terms of collective bargaining, UPH HRD accommodates aspirations and resolves problems through deliberation and consensus with bipartite. All negotiations carried out in good faith. Both parties must negotiate with the hope and willingness to discuss, compromise, and reach a mutually agreed solution refer to         Peraturan Perusahaan Surat Keputusan YUPH 0142\/YUPH-LGL\/III\/2023 tentang Pemberlakuan PP YUPH Tahun 2023-2025<\/a>.. In other hands, UPH is committed to recognizing employees rights to join association in scientific development for the community without discrimination. for all employees including women and international staff. as seen in Keikusertaan Asosiasi.<\/a> <\/p>\n<\/div><\/div><\/div>\n<\/div><\/div><\/div><\/div>\n<\/div><\/div><\/div>\n\n\n\n

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        EXPENDITURE PER EMPLOYEE<\/h1><\/div><\/div>
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        Financial management at UPH is carried out centrally by the Directorate of Finance and is under the Vice Rector for Finance and General Affairs. The overall financial management is under the supervision of the Pelita Harapan Education Foundation (YPPH). UPH’s source of funds does not only depend on student study fees, which consist of Entrance Fee, Semester BPP Money, Credit Fee, and Facility Money, as well as Registration Money. However, it also comes from Non-Education Funds (outside of student study fees). Non-Education Funds come from the university’s activities in organizing training programs and other programs\/initiatives by collaborating with the business world, development and improvement budgets from the Foundation, Grants from the government or private sector. 
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        IDR <\/span>0<\/span><\/span><\/h4>

        University expenditure<\/h3><\/div><\/div><\/div><\/div>\n<\/div>\n\n\n\n
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        Number of employees<\/h3><\/div><\/div><\/div><\/div>\n<\/div>\n<\/div>\n<\/div><\/div><\/div>\n\n\n\n
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        PROPORTION OF STUDENTS TAKING WORK PLACEMENTS<\/h1><\/div><\/div>
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        The expected values, motivations and attitudes for students who receive the learning process at UPH are being able to develop themselves and being ready to face the world of work. Students are motivated to apply their learning in carrying out their work through internships or practical work. The total number of students at UPH is 16.693 students from 31 provinces in Indonesia. Of the total number of active students, the number of UPH foreign students is 182 people from 27 countries. Then the table below shows the number of students involved in work placements more than a month. This shows that UPH conducts learning not only through face-to-face in class but also in practice according to students’ abilities. Intern Data<\/a> and MSIB<\/a>. <\/p>\n\n\n\n

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        Number of students with work placements
        for more than a month\u00a0<\/h3><\/div><\/div><\/div><\/div>\n<\/div>\n\n\n\n
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        Number of students<\/h3><\/div><\/div><\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div><\/div><\/div>\n\n\n\n
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        PROPORTION OF EMPLOYEES ON SECURE CONTRACTS<\/h1><\/div><\/div>
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        Changing the status of contract employees to permanent employees is a common practice of HRD in seeking top talent and culture-fit employees. UPH follows the applicable employment regulations in Indonesia in appointing permanent employees Undang-Undang Cipta Kerja Tahun 2020<\/a>  Have undergone a maximum probation period of 3 months with a good or satisfactory work history. Comply with the regulations made by UPH and undergo the consequences if they violate the applicable regulations. Have an obligation to maintain UPH’s secrets. Must have loyalty and support the company’s vision and mission. <\/p>\n\n\n\n

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        <\/span>0<\/span><\/span><\/h4>

        Number of employees on contracts of over 24 months<\/h3><\/div><\/div><\/div><\/div>\n<\/div>\n\n\n\n
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        Number of employees<\/h3><\/div><\/div><\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n

        By following the Indonesian employment regulations above which have been in effect since 2021 and are also implemented at UPH, there will no longer be any employees with a contract status of more than 24 months. <\/p>\n<\/div><\/div><\/div>\n<\/div><\/div><\/div><\/div>\n\n\n\n

        <\/div>\n","protected":false},"excerpt":{"rendered":"

        SDG 8: DECENT WORK AND ECONOMIC GROWTH Universitas Pelita Harapan (UPH) is committed to SDG 8: Decent Work and Economic Growth by promoting sustainable economic practices and preparing students for successful careers. The university offers programs that emphasize entrepreneurial skills, innovation, and economic development. UPH collaborates with industry partners to provide internships, job placements, and […]<\/p>\n","protected":false},"author":3,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_eb_attr":"","om_disable_all_campaigns":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""}},"footnotes":""},"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/sdgs.uph.edu\/index.php\/wp-json\/wp\/v2\/pages\/1425"}],"collection":[{"href":"https:\/\/sdgs.uph.edu\/index.php\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/sdgs.uph.edu\/index.php\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/sdgs.uph.edu\/index.php\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/sdgs.uph.edu\/index.php\/wp-json\/wp\/v2\/comments?post=1425"}],"version-history":[{"count":31,"href":"https:\/\/sdgs.uph.edu\/index.php\/wp-json\/wp\/v2\/pages\/1425\/revisions"}],"predecessor-version":[{"id":2308,"href":"https:\/\/sdgs.uph.edu\/index.php\/wp-json\/wp\/v2\/pages\/1425\/revisions\/2308"}],"wp:attachment":[{"href":"https:\/\/sdgs.uph.edu\/index.php\/wp-json\/wp\/v2\/media?parent=1425"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}