Comprehensive Employment and Welfare Policy

1. Introduction Noakhali Science and Technology University (NSTU), as a leading public institution of higher education in Bangladesh, is deeply committed to upholding the principles of decent work and economic growth, in line with the United Nations' Sustainable Development Goal 8 (SDG 8). This policy affirms the University's dedication to creating and maintaining a fair, safe, equitable, and dignified work environment for all its employees, faculty, staff, and associated personnel. This policy is established in accordance with the Constitution of the People's Republic of Bangladesh, the Bangladesh Labour Act, and all other relevant government regulations and service rules applicable to public universities. 2. Scope and Applicability This policy applies to all individuals employed by Noakhali Science and Technology University, including permanent and temporary faculty, officers, and staff, as well as contractual and personnel outsourced through third-party agencies who perform work on University premises or on behalf of the University. 3. Prohibition of Forced Labour, Modern Slavery, Human Trafficking, and Child Labour Noakhali Science and Technology University maintains a strict zero-tolerance policy against all forms of forced labour, modern slavery, human trafficking, and child labour.  3.1) No Forced Labour: The University shall not engage in or tolerate the use of forced, bonded, or indentured labour, prison labour, or any form of human trafficking. All employment shall be voluntary.  3.2) No Child Labour: The University strictly prohibits the employment of any person below the minimum legal working age as defined by the Bangladesh Labour Act. No person under the age of 18 shall be employed in hazardous work.  3.3) Supply Chain: The University shall make all reasonable efforts to ensure that its contractors, suppliers, and other third-party partners also adhere to these principles and do not engage in such illicit practices. 4. Living Wage, Compensation, and Pay Equity  4.1) Commitment to Living Wage: NSTU compensates all staff and faculty according to the official government pay scales for public university employees in Bangladesh, as defined in the National Pay Scale 2015. Salaries are structured by grade and position, ensuring standardised, transparent, and regular remuneration. These salaries are designed to provide income levels above the national poverty line, supporting a basic standard of living for employees and their families.  4.2) Government Pay Scale Adherence: As a public university, NSTU strictly adheres to the national pay scales, salary structures, benefits, and allowances prescribed by the Government of the People's Republic of Bangladesh for all its formally appointed faculty, officers, and staff.  4.3) Pay Equity: The government-mandated pay scales are applied uniformly based on an employee's designated grade, post, seniority, and qualifications. This structure is inherently free from any discrimination or pay gaps based on gender, religion, race, ethnicity, or any other personal characteristic.  4.4) Commitment to Equity: The University is fundamentally committed to the principle of equal pay for work of equal value. The application of the national pay scale serves as the primary mechanism for measuring and ensuring this equity. 5. Parental Leave & Flexible Childcare Support Noakhali Science and Technology University (NSTU) maintains a supportive, family-friendly work environment that encourages shared parental responsibilities. Non-gestational parents are entitled to utilise existing leave options — including casual, sick, recreational, and earned leave — flexibly to fulfil childcare duties. This approach aligns with government regulations and actively supports women’s continued participation in professional and academic life. Maternal leave provisions are mentioned in another document of the combined leave policy. 6. Rights and Welfare of Outsourced Personnel When outsourcing activities to third-party contractors (e.g., for security, cleaning, or maintenance), Noakhali Science and Technology University is committed to ensuring the rights and welfare of the personnel deployed by these agencies.  6.1) Contractual Guarantees: All contracts with third-party providers must include clauses that legally bind the contractor to: a. Comply fully with the Bangladesh Labour Act regarding wages, working hours, and benefits for their employees. b. Provide a safe and healthy working environment for their personnel while on University premises. c. Ensure their personnel have access to reasonable facilities, including clean drinking water, sanitary restrooms, and appropriate rest areas. d. Treat their personnel with dignity and respect, free from any form of harassment or abuse.  6.2) University Oversight: NSTU reserves the right to monitor the contractor's compliance with these terms and to inspect working conditions to ensure the safety, security, and fair treatment of all outsourced personnel working on its campus. 7. Freedom of Association and Collective Bargaining In full compliance with the laws of Bangladesh, Noakhali Science and Technology University recognizes and respects the rights of its employees.  Right to Associate: The University respects the right of all employees to form and join (or to refrain from joining) associations or unions of their own choosing, as permitted by national law.  Collective Bargaining: The University acknowledges the right to collective bargaining, where applicable, and is committed to engaging constructively with legally recognized employee representative bodies.  Non-Discrimination: The University shall not discriminate against, penalize, or harass any employee for exercising these rights in a lawful manner. 8. Grievance Redressal and Appeals Process Noakhali Science and Technology University is committed to ensuring a fair, transparent, and accessible process for addressing employee concerns and appeals.   8.1) Right to Appeal: Every employee has the right to file an appeal or grievance related to their employment rights, pay, benefits, working conditions, or any perceived unfair treatment, without fear of reprisal.   8.2) Formal Mechanism: The University shall maintain and follow the formal grievance redressal mechanisms as stipulated by government service rules and University statutes (e.g., through designated committees, administrative channels, and the Appeal and Arbitration Committee).   8.3) Timely Resolution: All appeals and grievances shall be acknowledged promptly, investigated impartially, and resolved in a timely manner, with the decision communicated clearly to the concerned employee. 9. Policy Review and Implementation The first two years of this policy (2024–2026) are regarded as a proposed and adaptive phase, during which amendments may be made based on practical experience and campus awareness needs. The final version will be adopted in 2026 following review and stakeholder consultation. Until then, this proposed version remains fully applicable and enforceable under the NSTU Act 2001 and Government Servants (Discipline and Appeal) Rules 2018. This Comprehensive Employment and Welfare Policy shall be communicated to all members of the University community.