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SDG 8 – Decent Work and Economic Growth

Evidences

8.2 Employment practice



8.2.1 Employment practice living wage

The minimum wages in Thailand as determined by the Bank of Thailand remained unchanged at 353 THB/day in 2023 from 353 THB/Day in 2022. The terms and conditions of employment defined in the Institute Policies & Procedure statements for Employment Faculty and Staff (PA-1-1-1 and PA-1-3-3, respectively) are consistent with and in compliance with all relevant labor laws of Thailand. These are evident on the Salary Structure for AIT employees (Annex 1 of both PA-1-1-1 and PA-1-3-3).

Evidence 1
AIT adheres to a structured salary system encompassing various employee categories: Faculty Members, Research and Professional Staff, Administrative Staff, Technical staff, and General Support Staff. Faculty Members, requiring a doctoral degree, are placed in Levels VIII to XI based on academic rank. Research and Professional Staff, holding at least a Master’s degree, fall within Levels V to X, while Administrative Staff, with a Master’s or substantial administrative experience, are in Levels IV to IX. Technical Staff, possessing specific technical skills, are categorized from Levels III to VII. General Support Staff, with a high school certificate, are in Levels II to III. AIT ensures fair compensation by assigning newly recruited staff to Step 1 of the lowest Level, considering qualifications and experience. This salary structure applies universally, except for the president, fostering equity and professional growth within the institution.

Created: 1 Jul 2003
Last reviewed: 29 Aug 2022
Comment: Please refer to I.C.3. (page 4) “The terms and conditions of employment defined in this P&P Statement are consistent with and in compliance with all relevant labor laws of Thailand.”;
IV.B. on Salary Structure (page 12) and Annex 1 on Salary Scale: 2. Faculty members normally require a doctoral degree or equivalent, with salary range from Levels VIII to XI depending on the academic rank, i.e., Lecturers will be assigned at Level VIII, Assistant Professors at Level IX, Associate Professors at Level X, and Full Professors at Level XI.

 


 

Evidence 2
AIT ensures that all staff and faculty members receive a salary meeting the local living wage or the financial poverty indicator for a family of four, established by the Thai government. The Institute’s salary structure, applicable to various categories such as Faculty Members, Research and Professional Staff, Administrative Staff, Technical Staff, and General Support Staff, consists of base salaries and performance-related components. Staff salaries range from Levels II to X, each comprising 12 steps, and new recruits start at Step 1, with adjustments based on experience. AIT maintains equity, ensuring no staff member earns above the maximum salary for their level and category. The classification of employees into categories aligns with the nature of work and required qualifications. Technical Staff require specific technical degrees (Levels III to VII), while General Support Staff start from high school (Levels II to III). This comprehensive salary system fosters fairness, professional growth, and financial stability for all AIT employees.

Created: 1 July 2003
Last reviewed: 18 May 2023
Comment: Please refer to I.C.3. (page 5) “The terms and conditions of employment defined in this P&P Statement are consistent with and in compliance with all relevant labor laws of Thailand.”; IV.B on Salary Structure (page 14) and Annex 1 on Salary Scale (pages 41-42).

 


Source: https://tradingeconomics.com/thailand/minimum-wages

8.2.2 Employment practice unions

The Asian Institute of Technology recognizes the importance of upholding employment terms according to labor union agreements and supports its employees’ freedom of association and rights in accordance with the founding Charter of AIT, AA-1-2-1, Article VI (page 2).

AIT upholds the freedom of association and the effective recognition of the right to collective bargaining, as stated in FB-3-1-1 Purchasing, Principle 3: uphold the freedom of association and the effective recognition of the right to collective bargaining (page 11).

The AIT Board of Trustees is vested with all powers of the Institute. The AIT Bye-laws, in Chapter I on “the Board of Trustees,” 1.2 (page 2) — state that one representative of the Faculty, one representative of the Staff, and the President of the Student Union shall participate ex-officio in meetings of the AIT Board, among others.

The Faculty Relations Committee, Staff Relations Committee, and Students Relations Committee are appointed by the AIT Board of Trustees to provide a direct interface between the various constituencies of the Institute and the Board on issues of larger interest concerning these constituencies.

In addition, the AIT Policy and Procedure Statement on Employment of Faculty: General Work Regulations (PA-1-1-1) governs the terms and conditions of employment for new appointments of faculty members after 1 July 2009, and for all contracts renewed on or after that date. The policy statement defines the terms and conditions of employment for faculty members and staff, including working days, remuneration, performance evaluation, benefits and welfare, leave, disciplinary process, and termination of employment.

Source: PA-1-3-3 Employment of Staff: General Work Regulations
Created: 1 July 2003
Last reviewed: 18 May 2023
Comment: For both Evidences, please refer to item I.C.3: “The terms and conditions ofemployment defined in these policies areconsistent with and in compliance with all relevant labor laws of Thailand.”

8.2.3 Employment policy on discrimination

Evidence 1
AIT’s stringent Anti-discrimination Policy ensures a respectful, unbiased environment for all staff and students. The policy strictly prohibits discrimination based on religion, nationality, race, social background, gender, age, marital status, family status, sexual orientation, or disability. AIT condemns offenses such as sexual harassment, bullying, and invasion of privacy, all of which are considered serious disciplinary violations. Sexual harassment includes unwelcome advances or conduct of a sexual nature affecting one’s employment or education. Bullying involves repeated intimidation through various means, while invasion of privacy is strictly prohibited. Discrimination in any form, penalizing or favoring individuals based on certain attributes, is not tolerated. The Institute follows a robust grievance process, allowing complainants to engage in counseling, direct confrontation, or third-party mediation within a two-week timeframe. All proceedings are confidential, ensuring a safe space for discussing grievances. Violations of agreements reached during mediation are considered harassment and lead to disciplinary actions. AIT’s commitment to these policies promotes a secure and inclusive environment for everyone on campus.

Created: 25 Nov 1998
Last Reviewed: 19 Jan 2023
Comment: Refer to item III.A. (page 3): “3. No employee or student shall deny or grant a right or a privilege to another employee or student wholly or partly on the basis of nationality, race, social background, gender, age, marital status, family status, sexual orientation, or disability. 4. An employee or student adjudged to have violated the Institute’s policy on harassment, abuse or discrimination will be subject to disciplinary action.” In , IV.B.2.g (page 6), IV.B.3.g (page 8).

 


Evidence 2
AIT maintains a stringent policy against workplace discrimination, addressing factors such as religion, sexuality, gender, and age. This comprehensive approach defines ‘serious offences’ to include dishonesty, criminal acts, sexual harassment, bullying, damage to the Institute’s property, desertion of duty, and false accusations during grievance processes. In the event of substantial evidence supporting a serious offence, the employee’s supervisor initiates disciplinary proceedings. Upon confirmation of the offence with clear evidence, AIT enforces immediate contract termination, without notice or end-of-contract benefits. This robust stance underscores AIT’s unwavering commitment to fostering a discrimination-free workplace, striving to ensure a fair and respectful environment for all employees.

The policy is embedded within the university’s disciplinary process, acknowledging the importance of addressing discrimination issues seriously. It also emphasizes impartiality and fairness during disciplinary inquiries and outlines a right of appeal, further underscoring AIT’s dedication to creating an inclusive and discrimination-free environment within the institution.

Created: 1 July 2003
Last reviewed: 18 May 2023
Comment: Please see item X.C.1.h (page 35): False accusations or false evidence of harassment, abuse, or discrimination presented during the formal grievance process is considered a serious offence.

Created: 1 Jul 2003
Last reviewed: 29 Aug 2022
Comment: Please see item IX.C.1.viii (page 29): False accusations or false evidence of harassment, abuse, or discrimination presented during the formal grievance process is considered a serious offence.

8.2.4 Employment policy modern slavery

AIT maintains a strict policy commitment against forced labor, modern slavery, human trafficking, and child labor. The Institute ensures that all terms and conditions of employment, effective from new faculty appointments since July 1, 2009, and renewed contracts, comply with Thailand’s labor laws. Benefits accumulated under previous contracts, including contributions to the Insured Savings Fund and annual leave, are retained. AIT’s commitment to these policies aligns with both local labor laws and international standards, promoting a workplace free from exploitation and ensuring fair treatment for all employees.

Last reviewed: 29 Aug 2022
Comment: Please see VII.B.2. (page 11) Principle 4: the elimination of all forms of forced and compulsory labour
Principle 5: the effective abolition of child labour
Principle 6: the elimination of discrimination in respect of employment and occupation

 


Created: 25 Nov 1998
Last Reviewed: 19 Jan 2023
Comment: Refer to item III.A. (page 3): “3. No employee or student shall deny or grant a right or a privilege to another employee or student wholly or partly on the basis of nationality, race, social background, gender, age, marital status, family status, sexual orientation, or disability. 4. An employee or student adjudged to have violated the Institute’s policy on harassment, abuse or discrimination will be subject to disciplinary action.”

8.2.5 Employment practice equivalent rights outsourcing

AIT is dedicated to ethical purchasing practices outlined in its policy on acquiring materials, supplies, and services. The Office of Procurement, Inventory, and Assets oversees this process, ensuring quality and ethical standards are met. Purchases are made through negotiated, selective tendering, open tendering, or special methods. Any deviation from these methods is documented. AIT strictly prohibits separating purchases to reduce costs. The authority to sign purchasing documents is tiered based on value, with the President handling significant amounts. The Institute adheres to green purchasing principles, emphasizing human rights, labor relations, environmental responsibility, and anti-corruption measures. This commitment, reflected in AIT’s policy, promotes a responsible, fair, and sustainable approach to procurement.

Created: 5 Aug 2003
Last reviewed: 29 Aug 2022
Comment: Please refer to item VII on Green Purchasing (pages 11): “To encourage and achieve green purchasing, which forms part in the AIT sustainability policy, the AIT Office of Procurement, Inventory & Assets (OPIA) is required to strictly commit, act, and align with 10 purchasing principles, in the areas of human rights, labour relations, the environment, and anti-corruption. These principles guarantee that AIT will support and respect the protection of internationally proclaimed human rights, and will not be complicit in human rights abuses.”

8.2.6 Employment policy pay scale equity

Evidence 1
AIT upholds transparent and equitable remuneration policies aimed at attracting and retaining top talent while fostering innovation and excellence among faculty members. The Institute’s remuneration system, including base salary and performance-related components, is meticulously designed to remain competitive in the market. Salary structures, from Levels VIII to XI, are consistently reviewed, considering financial viability, cost of living adjustments, and competitiveness. Merit payments, salary increases, and promotions are based on performance evaluations, unit and individual achievements, and budgetary constraints. Merit payments, directly linked to the institute’s performance, are awarded for outstanding achievements. Salary increases, reflecting exceptional or satisfactory performance, are not automatic but are subject to financial conditions. Promotions involve changes in position title and are solely merit-based, considering realized and potential professional development. AIT ensures fairness, transparency, and equal opportunities within its remuneration framework, promoting a balanced and supportive work environment for all faculty members.

Created: 1 Jul 2003
Last reviewed: 29 Aug 2022
Comment: Please refer to item IV on Remuneration: (IV.A.1, page 11) “The Institute’s remuneration system is designed to (a) attract the best talent available in the market, (b) retain high performing faculty members, (c) motivate faculty members to excel, and (d) encourage and reward innovation”. Placement on the salary structure and any salary increments are never based on gender. (IV.B.5-6, page 12) Initial placement on the salary structure is based on experience and other merits; (IV.C.1.d-e, page 13) Salary increment is based on performance and professional development.

 


Evidence 2
AIT’s remuneration policies reflect our commitment to attracting top talent, retaining high performers, and fostering a culture of innovation and excellence among our staff members. Our system, comprising base salary and performance-related components, is designed to be competitive in the market. Salary structures range from Levels II to X, with 12 steps in each level. Staff members are fairly compensated based on their experience and performance evaluations, ensuring equity within the organization. Merit payments, directly linked to outstanding performance, are awarded annually, and salary increases are merit-based, subject to financial conditions. AIT is dedicated to transparent decision-making processes, wherein unit heads consider Institute and unit performance, individual appraisals, budget constraints, and future financial projections. We adhere to stringent principles, ensuring fairness in promotions, contract renewals, and compensation for overtime work. The Institute values equity and strives to measure and eliminate gender pay gaps, fostering an inclusive and supportive work environment for all staff members.

Created: 1 July 2003
Last reviewed: 18 May 2023
Comment: Please refer to item IV on Remuneration: (IV.A.1, page 13) “The Institute’s remuneration system is designed to (a) attract the best talent available in the market, (b) retain high performing staff by rewarding outstanding performance and performance that exceeds expectations, (c) motivate staff to excel, and (d) encourage and reward innovation”. Placement on the salary structure and any salary increments are never based on gender. (IV.B.5-6, page 14) Initial placement on the salary structure is based on experience and other merits; (IV.C.1.d-e, pages 14-15) Salary increment is based on performance and professional development.

8.2.7 Tracking pay scale for gender equity

Evidence 1
AIT upholds a robust remuneration framework designed to attract valuable talent, retain high-performing faculty, and foster motivation and innovation. Our system, incorporating base salary and performance-related components, is meticulously structured. AIT faculty salaries, ranging from Levels VIII to XI, are determined based on 12 steps within each level, ensuring fairness and consistency. Merit payments and salary increases are directly tied to outstanding performance, evaluated annually, and subject to the Institute’s financial standing. AIT emphasizes transparency, consideration for unit performance, individual appraisals, budget constraints, and future projections when determining faculty compensation. The Institute is dedicated to equity and inclusivity, striving to measure and eliminate gender pay gaps, fostering a supportive academic environment.

Created: 1 Jul 2003
Last reviewed: 29 Aug 2022
Comment: For Please refer to item IV on Remuneration: (IV.A.3, page 11) All emoluments, incentives, honoraria, benefits and other earnings of all faculty members are compiled and made available by OHRS.; (IV.B.6, page 12) For any recruited faculty member with some experience in the academic rank for which he/she is recruited to, his/her salary will be at a step comparable with AIT faculty members with similar years of experience in the same academic rank (regardless of gender).

 


Evidence 2
AIT’s remuneration policies are meticulously crafted to attract top talents, motivate staff, and encourage innovation. The Institute maintains a transparent system, benchmarking our competitive remuneration packages against comparable organizations. The base salary, complemented by performance-related components, ensures fairness and consistency. Staff salaries, ranging from Levels II to X, progress through 12 steps, aligning with experience and expertise. Merit payments and salary increases, evaluated annually, are intricately linked to outstanding performance and institute achievements, promoting excellence. Contract renewals and promotions are based on rigorous assessments, emphasizing merit and realized potential. The Institute prioritizes fairness, tracking gender pay equity meticulously to ensure equal opportunities for all. AIT’s commitment to these principles fosters a supportive work environment, promoting dedication, and professional growth.

Created: 1 July 2003
Last reviewed: 18 May 2023
Comment: For Please refer to item IV on Remuneration: (IV.A.4, page 13) All emoluments, incentives, honoraria, benefits and other earnings of all staff members are compiled and made available by OHRS.; (IV.B.6, page 13) For any recruited staff member with some experience in the position for which he/she is recruited to, his/her salary will be at a step comparable with AIT staff members with similar years of experience in the same position (regardless of gender).

8.2.8 Employment practice appeal process

Evidence 1
Among the primary goals of the Institute performance evaluation system is Promoting communication and ongoing feedback between staff members and immediate supervisors. The process is not only completing a form, it is also about immediate supervisors and employees making the most of an opportunity to engage in high quality discussions about performance, development, and goals. Employee performance evaluation at the Asian Institute of Technology (AIT) is an integral component of the continuous enhancement of learning for all stakeholders. The annual performance evaluation results will be used for the purpose of determining employee training and development needs, employment contract administration as well as merit increments.

 


Evidence 2
Our university provides a well-structured process for employees to appeal issues related to their rights and pay. This process begins with the submission of a formal grievance initiated by the complainant in writing. Initially, the concern is addressed informally through methods like counseling, direct confrontation, or third-party mediation, which typically lasts no more than two weeks. If the informal process fails to resolve the issue satisfactorily, the complainant can proceed to the formal grievance process.

In the formal process, a written complaint is submitted, detailing all relevant facts. The Grievance Committee, chaired by the Office of Academic Administration Director, is responsible for fact-gathering, analysis, and ensuring a fair and impartial process. A confidential report is submitted to the President and the Vice President for Administration, and, if necessary, a Grievance Tribunal may be appointed. This Tribunal, chaired by the OAA Director and potentially including external experts, conducts hearings with privacy protection, submitting a report to the President within 30 days. An essential aspect of this process is the right of appeal, allowing either the complainant or defendant to appeal the President’s decision to the Board through its Audit Committee, which provides a fair and structured approach to addressing employee rights and pay-related concerns while ensuring equity and respect within the community.

Created: 25 Nov 1998
Last Reviewed: 19 Jan 2023
Comment: Refer to item IV.A.1 (page 4): The Institute is responsible for finding an appropriate solution for the grievances of a member of the community (including on employees’ rights and/or pay) and for providing protection to that person and all persons concerned from any undesirable consequence that may result from their grievances.; IV.D (page 10): (1) If either the complainant or the defendant is not satisfied with the decision of the President, they may appeal to the Board, through its Audit Committee. (2) The Audit Committee will make written findings on the material facts and a recommendation, on which the Board will make a decision on the grievance. (3) Any decision is granted without prejudice to any individual’s right of recourse due to legal process under Thai law.

8.3 Expenditure per employee


8.3.1 Expenditure per employee

8.4 Proportion of students taking work placements


8.4.1 Proportion of students with work placements

8.5 Proportion of employees on secure contracts


8.5.1 Proportion of employees on secure contracts