Universitas Negeri Padang (UNP) is committed to ensuring fair and adequate remuneration for all faculty members and educational staff as part of its efforts to support employees' financial stability and overall well-being.

This commitment is implemented through UNP's remuneration policies, which refer to the 2025 West Sumatra Provincial Minimum Wage (Upah Minimum Provinsi/UMP), as stipulated in the Governor of West Sumatra Decree No. 562-840-2024 concerning the Provincial Minimum Wage for West Sumatra in 2025. As stated on page 2 of the decree, the Provincial Minimum Wage for West Sumatra in 2025 is set at IDR 2,994,193 per month. This regulation serves as a reference to ensure that employee remuneration complies with the applicable minimum wage standards in West Sumatra.

The implementation of this commitment is reflected in the employment agreements for faculty members and the employment contracts for educational staff at UNP. These agreements regulate employees' rights and responsibilities, including provisions concerning remuneration and compensation. Through these employment agreements, UNP seeks to ensure that employees' financial entitlements are fulfilled in accordance with applicable regulations.

In addition to providing basic salaries, UNP offers various allowances and additional compensation to support employees' economic well-being. These benefits include religious holiday allowances (THR), functional allowances, income improvement allowances, meal allowances, performance-based incentives, and additional honoraria for assignments and responsibilities beyond employees' primary duties and functions.

As evidence of the implementation of these policies, UNP provides the following supporting documents:

1. Governor of West Sumatra Decree No. 562-840-2024 concerning the Provincial Minimum Wage for West Sumatra in 2025.

1. Faculty Employment Agreements at Universitas Negeri Padang.

1. Employment Agreements for Educational Staff at Universitas Negeri Padang.

Through its remuneration policies, employment agreements, and provision of various allowances and additional compensation, UNP demonstrates its commitment to recognizing and protecting employees' financial rights, supporting their economic stability, and promoting well-being and a decent standard of living for all faculty members and educational staff. These policies and initiatives form part of UNP's ongoing efforts to ensure the welfare of its employees.

Universitas Negeri Padang (UNP) formally recognises and supports the freedom of its academic staff to join professional associations and organisations at institutional, national, and international levels.

This commitment is explicitly stated in Rector Regulation of Universitas Negeri Padang Number 4 of 2017 concerning Permanent Non-Civil Servant Lecturers of Universitas Negeri Padang. Chapter IV, Article 5(g), stipulates that, in carrying out their professional duties, permanent non-civil servant lecturers have the freedom to join professional organisations or scientific professional associations. This regulation serves as formal evidence of UNP's institutional recognition of lecturers' freedom of association and participation in professional organisations.

Evidence of the implementation of freedom of association at UNP is demonstrated through the involvement of lecturers and staff members in various organisations at institutional, national, and international levels.

At the institutional level, UNP has Dharma Wanita Persatuan (DWP) Universitas Negeri Padang, an organisation that provides a platform for women's participation and engagement within the university community. The organisation's existence and activities are also publicly documented through its official Instagram account, @dharmawanita_unp, which provides evidence of DWP UNP's organisational activities and women's participation within the university.

At the national level, UNP lecturers participate in professional organisations such as PAPTEKINDO (Indonesian Association of Vocational and Technology Education Experts). The membership of a UNP lecturer in this organisation demonstrates participation in national professional networks.

At the international level, UNP lecturers are members of professional organisations such as the Society of Petroleum Engineers (SPE) and the Institute of Electrical and Electronics Engineers (IEEE). One specific example is Ardhymanto Tanjung, a UNP lecturer who has been an SPE member since 2018. His membership demonstrates the participation of UNP academic staff in international professional networks.

Supporting evidence includes:

1. Rector Regulation of Universitas Negeri Padang Number 4 of 2017, Chapter IV, Article 5(g), as formal evidence recognising lecturers' freedom to join professional organisations.

1. Documentation of UNP lecturers' membership in PAPTEKINDO as evidence of participation in national professional organisations.

1. Membership documentation of Ardhymanto Tanjung in the Society of Petroleum Engineers (SPE), demonstrating international professional engagement since 2018.

1. Documentation of UNP's involvement in the Institute of Electrical and Electronics Engineers (IEEE).

1. Documentation of DWP UNP's existence and activities through its official Instagram account, @dharmawanita_unp, as evidence of an organisational platform supporting women's participation within the university.

Through these regulations and examples of organisational participation, UNP demonstrates its institutional recognition of freedom of association and its support for academic staff participation in professional organisations at institutional, national, and international levels.

Universitas Negeri Padang (UNP) demonstrates its institutional commitment to preventing and prohibiting forced labour, modern slavery, human trafficking, and child labour through an official Statement Letter issued by the university. This statement formally reflects UNP’s commitment as a higher education institution to upholding human rights, protecting human dignity, and ensuring ethical and responsible employment practices.

Through this institutional commitment, UNP explicitly rejects all forms of forced labour, modern slavery, human trafficking, and child labour. The university recognizes that every individual has the fundamental right to work in a safe, fair, and dignified environment, free from coercion, exploitation, discrimination, and human trafficking.

Furthermore, this commitment reinforces UNP’s responsibility to promote decent work, safeguard workers’ rights, and prevent any form of labour exploitation within its institutional environment. It also reflects the university’s support for national and international efforts to eradicate human trafficking and protect vulnerable individuals, including children, from exploitation.

By establishing this commitment through an official Statement Letter, UNP demonstrates that the prevention of forced labour, modern slavery, human trafficking, and child labour is part of its institutional responsibility and commitment to Sustainable Development Goal 8 (Decent Work and Economic Growth).

Supporting Document: Official Statement Letter of Universitas Negeri Padang on the Commitment Against Forced Labour, Modern Slavery, Human Trafficking, and Child Labour.

Universitas Negeri Padang (UNP) demonstrates its institutional commitment to guaranteeing fair and equivalent employment rights for outsourced workers through an official Statement Letter issued by the university. This commitment ensures that workers employed through third-party outsourcing arrangements are treated fairly, respectfully, and without discrimination within the university's working environment.

UNP recognizes that outsourced workers play an essential role in supporting its institutional operations and services. Therefore, the university is committed to ensuring that outsourced workers receive fair treatment and appropriate employment protections, particularly regarding wages, occupational welfare, safe working conditions, and the fulfilment of workers' rights in accordance with applicable labour regulations.

Through this official Statement Letter, UNP establishes its institutional commitment to promoting equitable treatment, non-discrimination, workers' welfare, and the protection of employment rights for outsourced personnel engaged through third-party service providers. This policy commitment reinforces UNP's responsibility to ensure that outsourcing arrangements uphold the principles of decent work, social justice, and fair employment practices, in alignment with Sustainable Development Goal 8 (Decent Work and Economic Growth).

Supporting Document: Official Statement Letter of Universitas Negeri Padang on Equal Employment Rights and Protection for Outsourced Workers.

Universitas Negeri Padang (UNP) is committed to implementing the principles of equality and fairness in its remuneration system for all employees, regardless of gender. This commitment is reflected in the university's employment policies, which uphold the principles of non-discrimination, fairness, and equality in ensuring employees' rights, including the right to receive fair salaries and allowances.

The policy framework is established in the Rector's Regulation of Universitas Negeri Padang Number 18 of 2023 concerning Employees of Universitas Negeri Padang. Chapter I, Article 2, stipulates that UNP's employment policies are implemented based on the following principles: (a) legal certainty, (b) professionalism, (c) proportionality, (d) non-discrimination, (e) neutrality, (f) fairness and equality, and (g) employee welfare.

Furthermore, Chapter V, Article 15, of the regulation states that every UNP employee is entitled to: (a) salaries, allowances, and facilities, (b) leave, (c) compensation, (d) protection, and (e) competency development. These provisions serve as the foundation for UNP in ensuring that employees' rights are fulfilled fairly and equally.

Based on this regulatory framework, UNP implements a salary and allowance system based on applicable employment regulations, positions, responsibilities, and workloads, without gender-based discrimination. Accordingly, male and female employees holding equivalent positions and having comparable qualifications, responsibilities, and workloads are entitled to equal remuneration.

As evidence of the implementation of this policy, UNP provides employment agreement documents for both male and female employees at Universitas Negeri Padang. These documents serve as supporting evidence of the implementation of non-discriminatory employment policies in employment relationships and the provision of employee entitlements. A comparison of these employment agreements demonstrates that salary provisions and employment rights are based on applicable employment regulations and employment arrangements rather than gender differences.

The supporting documents provided include:

1. Rector's Regulation of Universitas Negeri Padang Number 18 of 2023 concerning Employees of Universitas Negeri Padang.

1. A sample employment agreement for a male employee at Universitas Negeri Padang.

1. A sample employment agreement for a female employee at Universitas Negeri Padang.

Through Rector's Regulation Number 18 of 2023 and the implementation of non-discriminatory remuneration policies, UNP reaffirms its commitment to creating a fair, inclusive, and equal working environment. This policy serves as an institutional foundation for ensuring equal remuneration rights for male and female employees and supporting efforts to prevent and eliminate gender-based pay gaps across the university.

Universitas Negeri Padang (UNP) is committed to promoting fair and non-discriminatory remuneration for all employees, regardless of gender. This commitment is established in Rector Regulation of Universitas Negeri Padang No. 18 of 2023 concerning UNP Employees, Chapter I, Article 2, which stipulates that employee management policies are based on the principles of legal certainty, professionalism, proportionality, non-discrimination, neutrality, fairness and equality, and employee welfare.

In line with these principles, UNP provides a regulatory framework for ensuring that remuneration arrangements are implemented fairly and without gender-based discrimination. Salary and compensation provisions are documented in employment agreements for both male and female employees.

To support the review of pay scale equity, UNP provides the following employment agreement documents:

1. Male Employee Employment Agreement – 2024: Provides a reference for reviewing salary provisions, allowances, and employment rights for male employees in 2024.

1. Female Employee Employment Agreement – 2024: Serves as a basis for comparison with the remuneration provisions and employment rights of male employees in the same year.

1. Male Employee Employment Agreement – 2025: Provides a reference for reviewing the consistency of salary provisions and employment rights for male employees in 2025.

1. Female Employee Employment Agreement – 2025: Supports comparison of remuneration provisions and employment rights for female employees in 2025.

These documents can be used as supporting evidence to review the consistency and fairness of remuneration arrangements across genders and between the 2024 and 2025 periods. The review may consider salary provisions, allowances, and other employment entitlements to identify potential differences in remuneration arrangements.

Through the implementation of Rector Regulation No. 18 of 2023, particularly Chapter I, Article 2, and the documentation of employment agreements for male and female employees, UNP demonstrates its institutional commitment to transparency, fairness, equality, and the prevention of gender-based pay discrimination.

Universitas Negeri Padang (UNP) is strongly committed to ensuring fairness, transparency, and

accountability in its employment practices by providing clear mechanisms for employees to

appeal matters related to their rights, pay, or working conditions. This commitment is reflected

through the university’s integrated service and reporting system, as showcased in the UNP

Services poster, which highlights various institutional units that operate independently within

their specific areas of responsibility.

Each service at UNP is managed by its respective implementing unit rather than being

centralized under the Directorate of Human Resources. For instance, the Disability Service

Center under LP2PTS ensures accessibility and inclusion for persons with disabilities; the

Counselling and Guidance Service Center (LP3S) provides academic, personal, and

psychological counselling to support mental health and professional well-being; and the Task

Force for the Prevention and Handling of Sexual Violence (Satgas PPKS) manages confidential

reporting mechanisms for victims or witnesses of harassment and abuse. In addition, the

Educational Service Unit provides academic monitoring platforms, while employee-related

services, such as scheduling, attendance, workload, and compensation management, are

handled transparently through faculty-level and administrative units.

These institutional structures work collaboratively within UNP’s governance framework to

ensure that every employee academic or non-academic has equal access to report, appeal, and

resolve employment-related issues in a fair and confidential manner. The decentralized

approach ensures that each unit can respond promptly and appropriately within its expertise

while upholding the university’s broader commitment to equality and justice.

Through these mechanisms, Universitas Negeri Padang demonstrates compliance with SDG

8.2.8 (Employment Practice Appeal Process) by guaranteeing that all employees have access

to transparent, accountable, and equitable procedures for addressing workplace concerns,

thereby fostering a respectful and supportive working environment across the institution.

Universitas Negeri Padang (UNP) recognises the importance of protecting employees' labour rights, particularly the freedom of association and participation in professional organisations.

The institutional recognition of freedom of association is stipulated in Rector Regulation of Universitas Negeri Padang Number 4 of 2017 concerning Permanent Non-Civil Servant Lecturers of Universitas Negeri Padang. Chapter IV, Article 5(g), explicitly states that permanent non-civil servant lecturers are free to join professional organisations or scientific professional associations in carrying out their professional duties.

This recognition is reflected in the participation of UNP staff in various organisations, including Dharma Wanita Persatuan (DWP) at the institutional level, PAPTEKINDO at the national level, and international professional organisations such as the Society of Petroleum Engineers (SPE) and the Institute of Electrical and Electronics Engineers (IEEE).

These provisions and organisational memberships demonstrate UNP's recognition of freedom of association and staff participation in professional organisations. UNP also recognises the importance of protecting employees' rights and promoting an inclusive working environment.