IPB recognizes the Laborers Union (FORTENDIK) as the University’s exclusive bargaining agent to represent certain service and support employees for the purpose of discussing general working conditions, employee benefits and services, training opportunities, and grievances with the University Administration. This is stated in The Academic Senate Regulation Number 24/SA-IPB/P/2018 acknowledges Fortendik’s presence and contains for staff legality (MWA), specifically Article 1 (point 7), Article 2 (point 2d), and Article 4 (point 1b). Women are represented in the union, but there are currently no international employees at IPB. FORTENDIK also serves on the Board of Trustees, where they inform, consult, and negotiate on behalf of their cohort of members, and where they collaborate on issues affecting all staff, such as changes to University policy, terms and conditions of employment, working practices, and proposals for organizational change.

IPB is committed to affording equal employment and education opportunities to its employees and students, and to creating an environment free from discrimination. IPB prohibits all students, employees, volunteers, and visitors at the University from engaging in discrimination on the basis of any protected characteristic, including sex, pregnancy, gender identity, and age as stated in Rector’s Decree No. 133/2020 (page 2, point b). This policy applies to any phase of its employment process, any phase of its admission or financial aid programs, & all other aspects of its educational programs or activities. Additionally, IPB also has a policy on ending discrimination and ensuring inclusiveness in the workplace as stated in Senate Academic Regulation No.36/IT3.SA/P/2020, article 5 (1e), page 6.

Senate Academic Regulation on Academic Ethics Social Life for IPB Communities

IPB is committed to ensuring that there is no modern slavery or human trafficking in any part of our business as is mentioned in the National Law (article/Pasal 68 & 69). The regulation of ethics and behavior by the academic senate ensures commitment. We operate and regularly review workplace policies and procedures to assess their effectiveness in identifying and addressing modern slavery issues in light of the obligation to report on measures to ensure that all parts of our business are slavery-free. Our workplace policies and procedures demonstrate our commitment to acting ethically and with integrity in all of our business relationships, as well as to implementing and enforcing effective systems and controls to prevent slavery and human trafficking in our organization. In addition, IPB also has a policy against forced labor, modern slavery, human trafficking, and child labor as stated in Rector’s Decree No. 133/2020 (page 2, point e).

Senate Academic Regulation on Academic Ethics Social Life for IPB Communities

We have developed reward system guidelines that establish equal rights, which documents our aims related to the ethical impact, which includes modern slavery and human trafficking when procuring all goods, services, & works (page 3, article 1 points 17, 20 & 21). Our standard contractual terms & conditions used when procuring goods, services and works include provisions that embed the requirements of the Modern Slavery Act & provide the University with the powers to request information from our suppliers on the nature of their supply chains where necessary. This also makes it clear that third-party suppliers are expected to comply with the principles of responsible procurement. Thus, all suppliers have to sign an integrity pact. This pact allows IPB in guaranteeing equivalent rights of workers where necessary. Periodic reviews of our suppliers allow the risks associated with equivalent rights of workers, modern slavery, and human trafficking to be considered, identified & managed.

Senate Academic Regulation on Academic Ethics Social Life for IPB Communities

The University does not demonstrate differential treatment of faculty staff based on their gender or sexual orientation in terms of their recruitment, screening, employment, assignment, allocation, remuneration, evaluation, promotion, etc. In addition, we are guided by the meris system (Unit 3, Prinsip dan Konsep Sistem Imbal Jasa page 3, and Table 1 page 7). The University has been in full compliance with the Gender Equality in Employment before and also strengthen since the new remuneration system was implemented and promulgated in 2019.

The rector’s regulations regarding the employee salaries

The University’s standards for the evaluation and review of remuneration for faculty staff are handled in an open and transparent manner in accordance with the Civil Servant Pay Act, Teachers Remuneration Regulation, the Labour Standards Act, and IPB regulation. The University does not demonstrate differential treatment on the basis of gender or sexual orientation. These issues are explained in the Rector’s Regulation No. 18/IT3/KP/2019 concerning guidelines for the Reward System (Chapter 3, Prinsip dan Konsep Sistem Imbal Jasa page 3, and Chapter 2, Page 3- 5), and articles 1 – 5, page 4).

The following outlines the appeal channels and relevant regulations for the faculty members, staff, and contract employees of the University according to different roles and protected rights: (1) To protect the appeal rights of civil servants, the University is in full compliance with the Civil Service Protection Act and Civil Service Protection and training Commission Incident Review Regulations. (2) To protect the appeal rights of those applicable to the Labour Standards Act (as referred to in Article 1 points 6 – 8 (page 2), articles 32, 34, and 35 (pages 23 – 24), and article 38 – 39, in page 25). To protect the rights of its employees, the HR department of the University complies with the Regulations for Implementing Labour-Management Meeting enacted by the Ministry of Labour with regard to the matters discussed in the agenda of the labor-management meeting.

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