EXPERTS

BINUS University recognizes labour rights, including the freedom of association and collective bargaining for all employees, including women and international staff. The university provides a space for employees to join trade unions and participate in negotiations related to working conditions and benefits. This commitment is outlined in our internal policies that uphold principles of fairness and equality within the workplace.

Moreover, several BINUS faculty members are actively involved in professional associations, such as:

• REZA ZAKI, Executive Director of the International Law Faculty Association.
• Prof. Dr. Juneman Abraham, Board Member of the Indonesian Psychological Association (HIMPSI) and co-founder of the Indonesian Forensic Science Association (AIFI).

Additionally, BINUS faculty participate in hearings at the Indonesian House of Representatives (DPR RI) alongside the Indonesian Association of Lecturers (IDR) to advocate for legislation concerning faculty welfare and to contribute to the “Buku Kajian pendidikan tinggi Ikatan Dosen RI (IDRI)”, book published by the Indonesian Lecturers Association (IDRI) in 2018, which includes recommendations for improving higher education processes in Indonesia.”

BINUS University has implemented a formal process for employees to appeal regarding their rights and salary issues, as outlined in Rector’s Decree Number 136A, point A. This decree underscores the university’s commitment to good governance and sustainable organizational management.

Article 57 of the Employee Handbook details the resolution process for complaints and appeals. It defines a complaint as any issue perceived by employees concerning their terms of employment and working conditions. Complaints serve as formal reports submitted by employees related to these matters. The resolution process for complaints and appeals is conducted in accordance with the institution’s internal policies. During the settlement process, employees are expected to continue fulfilling their duties and responsibilities.

Additionally, the appeal mechanism known as “Letters to Leaders” empowers employees to voice their concerns directly to university leadership. This process is thoroughly explained during orientation programs for new employees, ensuring they understand their rights and the appropriate steps to take if they feel those rights have been compromised.

Through these initiatives, BINUS University promotes a culture of transparency and accountability, encouraging open communication between employees and management. This commitment provides employees with a clear pathway to address their concerns and seek resolution.

BINUS University is committed to ensuring pay scale equity for all employees and actively works to measure and eliminate gender pay gaps. This commitment is reflected in the Human Resource Management policy and detailed in Rector’s Decree Number 136A, Part II (point i), which establishes that compensation is based on objective criteria such as position, contributions, performance, expertise, and competencies. This policy guarantees that disparities based on gender, religion, ethnicity, age, disability status, or socioeconomic background are not tolerated.

BINUS actively engages in efforts to track compensation practices to ensure fairness across all demographics, including gender. This commitment includes regularly reviewing salary structures and compensation policies to identify any potential disparities. While specific numerical data is considered confidential and cannot be disclosed, BINUS remains dedicated to ensuring that all employees are compensated equitably for their contributions, regardless of gender.

Additionally, BINUS encourages open dialogue about compensation practices, allowing employees to voice concerns and provide feedback on pay equity. This proactive approach fosters a culture of transparency and supports the university’s goal of maintaining an inclusive and equitable workplace.

Through these initiatives, BINUS University reaffirms its dedication to ensuring that gender equity in pay scales is not just a policy but a practiced commitment.

The regulations regarding compensation are outlined in the employee guidelines, which are developed in reference to Law No. 13 of 2003 concerning Manpower (State Gazette of the Republic of Indonesia Year 2003 Number 39; Supplement to the State Gazette of the Republic of Indonesia Number 4279). These guidelines are further detailed in the Employee Handbook, particularly in Article 14 on Wage Policy, which states:
1. The institution sets the wage system according to the job value and BINUSIAN grade.
2. The amount of wage is determined based on job position, performance, skills, proficiency, and other factors, which are then reflected in the wage structure or scale, arranged according to the type of work and position.
3. Wage reviews for each employee are conducted annually, based on evaluations of work achievements, productivity, and competence, while considering the institution’s financial capacity.
4. Wage reviews can also occur due to job promotion, demotion, or other factors, which remain the prerogative right of the institution.

This is also part of BINUS’s commitment to supporting the Sustainable Development Goals (SDGs), as reflected in Rector’s Decree Number 136A, Part II (point i), which establishes that compensation is based on objective criteria such as position, contributions, performance, expertise, and competencies. This policy ensures that disparities based on gender, religion, ethnicity, age, disability status, or socioeconomic background are not tolerated.

To uphold this commitment, BINUS fosters openness in its compensation framework and encourages ongoing dialogue about pay equity. The university is proactive in identifying any potential inequities and taking corrective actions as needed.

In recognition of these efforts, BINUS University has been acknowledged as one of the Best Companies to Work for in Asia 2023 and has received the Most Caring Company Awards 2023, underscoring its commitment to fostering an equitable and supportive work environment for all employees.

In every outsourcing recruitment, BINUS University is committed to providing equivalent benefits to outsourcing employees, aligning their rights with those of regular staff. This commitment is clearly outlined in the university’s policy related to Human Resource Management and is formalized in Rector’s Decree Number 136A Part II (point k). This policy underscores BINUS University’s dedication to upholding fair and equitable employment practices, ensuring that all individuals, regardless of employment type, enjoy comparable rights and benefits.
As a tangible expression of this policy, BINUS University annually recognizes employees who have made outstanding contributions to the institution. Among these awards is the Best Support Service Employee (BSSE) category, specifically designated for the best outsourced employees. This award aims to appreciate the hard work and dedication of outsourced staff in supporting campus operations, while also motivating them to continuously improve the quality of their services​.

BINUS University is firmly committed to addressing critical issues such as forced labor, modern slavery, human trafficking, and child labor. To uphold this commitment, the university enforces strict penalties for any violations in accordance with established campus regulations and the employee handbook. This dedication is clearly outlined in Rector’s Decree Number 136A, Part II (point J), which emphasizes the importance of fostering a healthy and safe working environment for all, while unequivocally prohibiting any practices related to forced labor, slavery, child labor, and human trafficking.

This policy is also reflected in the Employee Handbook. Article 7, which addresses Working Hours and Attendance, specifies that working hours are determined based on the needs of each business unit or division, with a minimum requirement of 40 hours per week. Additionally, Article 5 outlines the responsibilities of the institution, particularly in point 3, which mandates adherence to current laws and regulations in reference to Law No. 13 of 2003 concerning Manpower (State Gazette of the Republic of Indonesia Year 2003 Number 39; Supplement to the State Gazette of the Republic of Indonesia Number 4279). This commitment to safety further underscores the university’s efforts to create a secure and equitable workplace.

BINUS University recognizes the existence of trade unions for all employees, including women and international staff. The university supports the establishment of trade unions as a platform for employees to voice their interests and needs. Thus, every employee has the right to join a trade union without discrimination.

In addition, many BINUS faculty members are engaged in professional associations, such as:

• REZA ZAKI, Executive Director of the International Law Faculty Association.

• Prof. Dr. Juneman Abraham, Board Member of the Indonesian Psychological Association (HIMPSI) and co-founder of the Indonesian Forensic Science Association (AIFI).

Furthermore, faculty members from BINUS actively participate in discussions at the Indonesian House of Representatives (DPR RI) alongside the Indonesian Association of Lecturers (IDRI) to advocate for the welfare of lecturers and contribute to the “Buku Kajian pendidikan tinggi Ikatan Dosen RI (IDRI)”, published by the Indonesian Lecturers Association (IDRI) in 2018, which contains recommendations for enhancing the higher education system in Indonesia.

These examples highlight BINUS’s support for collective representation, ensuring that all employees have a voice in matters that affect their professional lives, thereby fostering an equitable work environment.

BINUS University is firmly committed to ensuring that all staff and faculty are compensated fairly in alignment with local living wage standards. In accordance with the regulations established by the Ministry of Manpower, the university provides adequate wages that enable employees to meet their financial needs.

The institution adheres to Article 13 of the applicable regulations, which stipulates that monetary compensation is subject to income tax, paid by BINUS on behalf of the employees to the State Treasury Office (Kantor Kas Perbendaharaan Negara). Additionally, Article 1 defines wages as the rightful earnings of employees, established through work agreements and relevant legislation. Article 14 further clarifies that wage determination is based on position, performance, expertise, and competence, thereby ensuring a professional and equitable compensation framework.

In addition to these provisions, Article 5 emphasizes the responsibilities of the institution, which include providing decent compensation in accordance with the services performed by employees, guided by underlying principles regulated by the government and based on the institution’s capacity and internal provisions. Moreover, it highlights the importance of caring for employees’ welfare in the event of accidents occurring during their work relationship with the university.

These policies guarantee that all employees receive fair compensation, free from gender bias. Beyond salaries, staff are entitled to a range of benefits, including holiday allowances, performance bonuses, overtime pay, and sick leave, fostering an inclusive work environment that promotes open communication and engagement.

In recognition of these efforts, BINUS University has been distinguished as one of the Best Companies to Work for in Asia 2023 and has received the Most Caring Company Awards 2023. These accolades underscore the university’s unwavering commitment to the well-being of its staff and faculty.