SDG 8 - Decent Work And Economic Growth

Introduction:

ILMA University is dedicated to upholding the principles of freedom of association and collective bargaining for all members of its community, including women and international staff. We recognize that these rights are fundamental to the well-being, dignity, and empowerment of our workforce. This policy reaffirms our commitment to creating an inclusive and respectful environment where every individual's rights are protected and valued.

1. Freedom of Association:

ILMA University respects the right of every employee to join or form associations, trade unions, or other worker organizations of their choice, without any interference, coercion, or discrimination.

We commit to providing a safe and supportive atmosphere for these associations to operate freely within the bounds of local and national laws.

ILMA University will not take any adverse action against employees based on their participation in such associations.

2. Collective Bargaining:

We support the principles of collective bargaining, which allow employees to negotiate their terms and conditions of employment collectively.

ILMA University will engage in good-faith negotiations with duly elected representatives of our employees to reach mutually beneficial agreements.

Collective bargaining processes will be conducted transparently and with respect for the rights and dignity of all parties involved.

3. Inclusivity:

ILMA University is committed to promoting gender equality and inclusivity in all aspects of labor rights.

Women, as well as international staff members, will have equal access to the benefits of freedom of association and collective bargaining.

Efforts will be made to ensure that all voices are heard and represented within the labor rights framework.

4. Compliance with Laws:

ILMA University will adhere to all relevant local, national, and international labor laws and agreements related to freedom of association and collective bargaining.

We will monitor and adjust our practices as necessary to ensure compliance with evolving legal requirements.

5. Reporting Mechanism:

ILMA University will establish clear and accessible reporting mechanisms to address any concerns or violations related to labor rights, freedom of association, or collective bargaining.

All concerns will be treated with utmost confidentiality, sensitivity, and in compliance with our policies.

6. Education and Awareness:

We will provide training and educational resources to our employees and relevant stakeholders to enhance understanding of labor rights, including freedom of association and collective bargaining.

This education will encompass the rights, responsibilities, and benefits associated with these principles.

7. Review and Continuous Improvement:

ILMA University will periodically review and assess the effectiveness of this policy in promoting labor rights, freedom of association, and collective bargaining.

We will make necessary adjustments to improve our commitment to these principles.

This Union and Labor Rights Policy reflects the values and aspirations of ILMA University in fostering a diverse and inclusive community, where all individuals are empowered to exercise their rights without discrimination. We strive to create an environment that upholds the principles of freedom of association and collective bargaining, promoting the well-being and dignity of our workforce, including women and international staff members.

Aim

This policy recognize the universities commitment to ensure that our pay procedures are sufficient and free from any kind of discrimination. Our aim is to eliminate any kind of discrimination pertaining to gender, age, religion, race, caste, language or nationality.

Policy Statement

1. Upon ensuring the availability of funds, the payroll processing shall be done on a documentary basis with monthly amendments. Salaries and disbursements shall be paid at the end of the month with the Vice Chancellor's approval.
2. The Human Resources Department is responsible for executing any changes to salaries or other reimbursements due to an employee. The employee pay records shall be updated in accordance with the applicable approvals
3. University is committed to work with University recognized Labor unions for provision of Labor rights of all employees regardless of gender, religion, race, caste, language or nationality.
4. Action will be taken against any act of discrimination within the organization.
5. HR department will present a gender based Salary comparison report to the senior management at the end of every year.
6. Process for Handling Complaints
    In case employee face any pay gap for the same grade or position, then the employee can raise a formal Grievance Complaint. All such complaint will be handled as per policy for reporting discrimination incidents.
7. Staff pay scale and Increment Policy
   It is policy of the ILMA to provide base compensation for its employees, which is competitive in order to attract and retain high caliber individuals while maintaining an internally consistent and equitable incentive structure without any discrimination of gender, religion, race, caste, language or nationality.
8. Minimum Wages
   ILMA shall continue to abide by the Govt. of Pakistan's periodic decisions regarding minimum wages for various categories of employees.

Scope of Policy

This policy applies to all University employees, including third party staff, contractual staff, permanent staff and faculty members.

AIM

Ilma University is committed to maintain a work environment where all employees are treated with decency and respect. Every employee has the right to work in an environment that promotes equal employment opportunities and restricts unlawful discriminatory actions.

Reporting of Discrimination act

Ilma University encourages all suspected cases of discrimination or harassment to be reported, irrespective of the perpetrator's identity or position. Individuals who believe that they have been the victim of such behaviour (Student, faculty or staff) should speak with their immediate supervisor, human resources, or Student Affairs about their concerns.

Complain handling procedure

Individuals who believe they have been the victims of or seen activity banned by this policy should speak with their immediate supervisor, Human Resource or Student Affairs Department about their concerns.
Ilma University encourages the student, faculty or staff to raise complaints or issues as soon as possible so that swift and constructive action can be taken before relationships become irrevocably harmed. As a result, early reporting and involvement has proven to be the most effective manner of resolving actual or perceived harassment events.
Allegations of harassment or discrimination will be thoroughly examined. Individual interviews with the persons involved, as well as anyone who may have witnessed the alleged activity or have other relevant information, may be conducted as part of the inquiry.
Ilma University shall maintain confidentiality throughout the investigation to the degree necessary for proper inquiry and corrective action.
Retaliation against an individual for reporting harassment or discrimination or for helping to investigate a claim of harassment or discrimination is a significant violation of this policy that will result in disciplinary action, just like harassment or discrimination itself. Acts of retribution should be reported immediately, and they will be examined and dealt as soon as possible.
Misconduct that amounts to harassment, discrimination will be appropriately dealt with. As determined by Ilma University, responsive action may include training, referral to counselling, or disciplinary action such as a warning, reprimand, interim suspension without pay, stoppage of elevation or pay raise or termination if required.
If a party to a complaint disagrees with the decision, that party may appeal to the senior management (Registrar or Vice Chancellor) of University.
False and malicious allegations of harassment, discrimination, or retaliation (as opposed to complaints made in good faith, even if incorrect) may be subject to disciplinary action.

Aim

This policy recognize Ilma University’s commitment that there is no place of harassment or discrimination of any kind in any campus of the University.

Policy Statement

The members of ILMA shall place a high value on relationships built on reason, mutual trust, respect, dignity and equality treating others with courtesy, acceptance and respect as part of achieving a common good. In doing so, it shall be essential that all members recognize and respect not only their own rights and responsibilities, but also the rights and responsibilities of other members of the Institute. The seniors who are well positioned to assert their rights shall have a reciprocal duty to exercise care towards the subordinates who depend on them for their well-being.

• Harassment of any sort shall not be tolerated, including such behaviors as violence, intimidation, sexual advances, exploitation and derogatory conduct that reflect bias based on a person’s color, physical characteristics, descent and ethnic background etc.
• Students involved or engaged in unwanted activities and unwarranted conduct which has the purpose or effect of : violating another person’s dignity, or creating an intimidating, hostile, degrading, humiliating, or offensive environment for another person – will attract major penalty of dismissal.

Sending & Receiving Offensive & Harassing E-mails
• Sending replying or printing the text, images, or jokes that disparage others based on their race, religion, color, gender, gender, national origin, disability, ancestry, or age, that are disparaging or defamatory; or that which spread gossip, rumors, or innuendos about employees, clients, suppliers, or other outside parties; or that which contain foul, obscene, disrespectful, or adult- oriented language; or that which are intended to alarm others, embarrass, negatively impact employee productivity, or harm employee morale, shall be strictly treated as misconduct.
• If any employee receives any offensive, unpleasant, harassing or intimidating messages via email he/she shall inform the immediate Manager or the Head of IT immediately. IT department shall trace such emails as quickly as possible

Anti Discrimination
• ILMA shall remain committed towards achieving non-discrimination and equality of opportunity in employment, admissions and other academic and non-academic programs for existing and prospective staff and students to ensure that the principle of merit operates unhindered in disregard of irrelevant criteria on the grounds of gender, disability, marital status, race, age, and religious or political beliefs
• ILMA shall abide by the principle of equal employment opportunity to ensure selection of the best qualified human resource, without discrimination on the basis of factors such as race, ethnic origin, religion, color, age, disability, gender, or marital status.
• All admissions will be strictly based on merit basis without any discrimination, as per the non-discriminatory admission policy of the University.
• Students’ assessments shall not be based on any kind of discrimination.

Scope of Policy

This Policy applies to all employees and students of the Ilma University.

Definitions

Discrimination: adverse treatment of any employee based on the employee’s actual or perceived membership in a protected class or category of persons to whom he/she belongs, rather than on the basis of his/her individual merit with respect to the terms, conditions, or privileges of employment including, but not limited to hiring, firing, promoting, disciplining, scheduling, training, evaluating, or deciding how to compensate that employee.

Aim

To recognize the University's strict policy against any exploitative acts towards employees that is violations of their basic human rights, the institution policy strictly prohibits forced labour, modern slavery, human trafficking, and child labour within University

Scope of Policy:

Policy applies to:
• All employees of the university, including part-time, full-time, permanent or contractual staff.
• All students enrolled in the university undergraduate and postgraduates, in any of the university’s academic programs.

Policy Statement
• The university has a strict policy against any complaint of human trafficking, modern slavery, child labour, and/or forced labour.
• Immediate investigation will be initiated against any complaint of human trafficking, modern slavery, child labour, and/or forced labour.
• University will take legal actions as against confirmation of any act of child labour, forced labour, human trafficking, and/or modern slavery.
• Ilma University will not deal with any company, organization or institutional involved in human trafficking, modern slavery, child labour, and/or forced labour.
• Any one involved in human trafficking, modern slavery, child labour, and/or forced labour can never be part of Ilma University.
• University will participate and conduct off-campus and in-campus awareness sessions, workshops and seminars against child labour, forced labour, human trafficking, and/or modern slavery.

Definitions

Child labour: work that deprives children of their childhood, their potential and their dignity, and that is harmful to physical and mental development. work that is mentally, physically, socially or morally dangerous and harmful to children; and/or interferes with their schooling
Human trafficking: recruitment, transportation, transfer, harbouring or receipt of people through force, fraud or deception, with the aim of exploiting them for profit. Men, women and children of all ages and from all backgrounds can become victims of this crime, which occurs in every region of the world.
Forced labour: refers to acts of undue pressuring a person to do exploitative work without reasonable ways for ending
Modern Slavery refers to situations of exploitation in which a person cannot refuse or leave because of threats, violence, coercion, deception, or abuse of power