The minimum wages in Pathum Thani province, Thailand as determined by the Bank of Thailand changed to 363 THB/day in 2024 from 353 THB/day in 2023. The terms and conditions of employment defined in the Institute Policies & Procedure statements for Employment of Faculty and Staff (PA-1-1-1 and PA-1-3-3, respectively) are consistent 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).

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 degree 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 executive management, fostering equity and professional growth within the institution.

Created: 1 July 2003 (both PA-1-1-1 and PA-1-3-3)
Last reviewed: 29 August 2022 (PA-1-1-1) and 18 May 2023 (PA-1-3-3)
Comment: Please refer to I.C.3. “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.” and I.C.4. (page 4); “This P&P Statement may be changed, revised, or cancelled, partly or wholly, at the discretion of the Institute, in order to ensure that the Institute is in compliance with both local labor laws and general international practices, and to better align terms and conditions of employment with the Institute’s activities and operations.” (PA-1-1-1 page 4; PA-1-3-3 page 5).

IV.B. on Salary Structure (PA-1-1-1 page 12; PA-1-3-3 page 14) 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.

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 and Staff members, 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.

Source: https://www.bangkokpost.com/thailand/general/2701661/daily-minimum-wage-to-rise-by-2-4-

AIT fully recognizes unions and labor rights, including the freedom of association and collective bargaining, for all employees, including women and international staff. AIT supports these rights through the active roles of the Faculty Relations Committee, Staff Relations Committee, and Students Relations Committee, which act as direct channels of communication between faculty, staff, students, and the AIT Board of Trustees. These committees ensure that the diverse concerns and needs of all constituencies are represented fairly. The Faculty Relations Committee advocates on behalf of faculty members on matters such as academic freedom and professional development, while the Staff Relations Committee addresses staff welfare and fair employment practices. The Students Relations Committee focuses on creating a supportive environment for students, addressing academic and residential issues to enhance their campus experience.

AIT’s governance structure, overseen by its Board of Trustees, also includes ex-officio representatives from faculty, staff, and the Student Union, as stated in the AIT Bye-laws (See 1.2, page 1 and Chapter 5, page 5). This inclusive approach ensures that all constituencies have an active voice in institutional decision-making, fostering a collaborative and fair workplace environment.

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: 15 November 1998; Last Reviewed: 19 January 2023
Comment: In PA-2-1-2, please refer to section 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.” and “4. An employee or student adjudged to have violated the Institute’s policy on harassment, abuse or discrimination will be subject to disciplinary action.”

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: In PA-1-3-3, please see stipulation in 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 July 2003
Last reviewed: 29 August 2022
Comment: In PA-1-1-1,please see stipulation in 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.”

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 and renewed contracts comply with Thailand’s labor laws. AIT is committed that its policies align with both local labor laws and international standards, promoting a workplace free from exploitation and ensuring fair treatment for all employees.

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. An employee or student adjudged to have violated the Institute’s policy on harassment, abuse or discrimination will be subject to disciplinary action.

Created: 5 August 2003 (FB-3-1-1); 15 November 1998 (PA-2-1-2)
Last reviewed: 29 August 2022

Comments: In FB-3-1-1, please refer to Principles 4-6 in VII.B.2. (page 11). In PA-2-1-2, please see stipulations in III.A.3-4 (page 3).

AIT upholds a strong commitment to ethical standards, ensuring that all outsourced activities adhere to principles of fairness, respect for human rights, and labor rights. In its Procurement Policy, AIT mandates that the Office of Procurement, Inventory, and Assets (OPIA) carefully monitors and oversees the acquisition of materials, supplies, and services, including outsourced labor, to meet these high standards. Outsourced staff are ensured fair treatment and equal rights under AIT’s guidelines, which emphasize non-discriminatory practices and compliance with international human rights standards.

AIT’s procurement process is based on ethical purchasing methods, including negotiated and open tendering, with strict documentation and transparency requirements for any deviations. In line with its Green Purchasing principles (as detailed in item VII of the policy), AIT explicitly supports labor relations, environmental responsibility, and anti-corruption efforts in all third-party contracts. These principles ensure that outsourced employees receive fair wages, lawful recruitment, and equitable treatment, in alignment with AIT’s commitment to upholding human rights.

The policy’s adherence to sustainable practices underscores AIT’s dedication to creating a responsible and ethical work environment across all activities, including those managed by third parties. Through these measures, AIT promotes a harmonious and supportive workplace, protecting the rights of all employees, whether directly employed or outsourced, and reinforcing its commitment to social and environmental responsibility.

Created 5 August 2003
Last reviewed: 29 August 2022
Comment: In FB-3-1-1, please refer to section VII.A on Green Purchasing (pages 11-12): “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.”

The Asian Institute of Technology (AIT) is dedicated to upholding pay scale equity and has established transparent remuneration policies that prioritize fairness and inclusivity. AIT’s commitment includes regular analysis and monitoring of salary structures to ensure competitive and equitable compensation across all levels, with a specific focus on measuring and addressing gender pay gaps. The remuneration system includes both base salaries and performance-related components, reviewed consistently to align with market standards, financial viability, and cost of living adjustments. These reviews help ensure that compensation remains fair and unbiased, with a commitment to identifying and eliminating any gender-based discrepancies.

Merit-based salary increases, promotions, and merit payments at AIT are rooted in rigorous performance evaluations, emphasizing individual achievements and contributions to the Institute’s goals. Promotions, including changes in position title, are merit-based and evaluated through transparent processes that consider both current accomplishments and future potential, without gender bias. AIT’s structured salary levels, ranging from Levels II to X with 12 steps in each, are designed to offer fair compensation based on experience, performance, and unit achievements.

AIT actively promotes gender equity within its remuneration framework, employing detailed performance appraisals and clear promotion criteria to support a balanced and inclusive work environment. Decisions on merit payments, salary adjustments, and promotions involve thorough consideration of unit and Institute performance, individual appraisals, and budget constraints. By fostering transparent and equitable pay practices, AIT is committed to eliminating gender pay gaps and ensuring equal opportunities for all staff members, reflecting its dedication to a supportive and inclusive workplace.

Created: 1 Jul 2003
Last reviewed: 29 August 2022
Comment: In PA-1-1-1,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. Initial placement on the salary structure is based on experience and other merits (see PA-1-1-1 IV.B.5-6, page 12). Salary increment is based on performance and professional development (see PA-1-1-1 IV.C.1.d-e, page 13).

Created: 1 July 2003
Last reviewed: 18 May 2023
Comment: In PA-1-3-3, 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. Initial placement on the salary structure is based on experience and other merits (see PA-1-3-3 IV.B.5-6, page 14). Salary increment is based on performance and professional development (see PA-1-3-3 IV.C.1.d-e, pages 14-15).

The Asian Institute of Technology (AIT) upholds a strong commitment to fair and equitable pay practices across all levels of employment. As outlined in the AIT Gender Pay Equity Report 2024, the Institute regularly measures, monitors, and reports on gender pay equity to ensure that compensation reflects performance, responsibility, and contribution — not gender or personal characteristics.

AIT’s remuneration system is guided by transparent, merit-based principles aligned with international labor standards and local employment regulations. Through its annual reviews of salary structures, gender pay gap analyses, and inclusive career advancement initiatives, AIT continues to advance its goal of providing a fair, balanced, and inclusive workplace for all employees.

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.

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 (OAA) 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: 15 November 1998
Last Reviewed: 19 January 2023
Comment: In PA-2-1-2, please 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.”; Item IV.D. on Right of appeal (page 10) has the following stipulations: “(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.”

The Asian Institute of Technology (AIT) recognizes and upholds labor rights, including the freedom of association and collective bargaining, for all employees — encompassing women and international staff. These rights are embedded in AIT’s institutional framework and supported through its Faculty Relations Committee, Staff Relations Committee, and Students Relations Committee. Each serves as an official communication channel between their respective constituencies and the AIT Board of Trustees, ensuring fair representation and addressing concerns related to welfare, employment practices, and academic freedom.

Furthermore, AIT’s governance structure—outlined in the AIT Bye-laws (Section 1.2, page 1, and Chapter 5, Page 5)—includes ex-officio representatives from faculty, staff, and the Student Union within the AIT Board of Trustees. This inclusive approach ensures that all groups have an active voice in institutional decision-making, reinforcing AIT’s commitment to equitable, transparent, and participatory employment practices.

Expenditure per employee
Number of employees : 885
University expenditure : 1,215,023,718 Thai Baht

Proportion of students taking work placements
Number of students: 2500
Number of students with work placements for more than a month: 653

Proportion of employees on secure contracts
Number of employees: 885
Number of employees on contracts over 24 months: 516