The University of Anbar, a public institution in Iraq, operates in accordance with the laws and regulations of the country, ensuring equal rights and salaries for all employees based on their efficiency and job level. The university's employment policies, salary determinations, rights preservation, and duty assignments are established based on a variety of treaties, conventions, laws, instructions, international agreements, and United Nations development programs applicable in Iraq. These principles are incorporated into the policies of the University of Anbar, ensuring a non-discriminatory approach to the recruitment process.
University of Anbar Policy on Equality in the wage scale
The University of Anbar prioritizes wage equality, following relevant legal provisions. The policy is founded on Article 14 of the 2005 Iraqi constitution, which emphasizes equal treatment under the law and prohibits discrimination based on gender, race, nationality, color, religion, sect, belief, and opinion, economic or social status. Additionally, Article 22, paragraph one of the Iraqi constitutions recognizes the right to work for all Iraqis. The university commits to Iraqi Labour Law No. 37 of 2015, specifically Article 53, paragraph 5, which mandates equal wages for individuals, regardless of gender, when performing work of equal value. This commitment to equality is upheld across all departments, colleges, and research centers at the University of Anbar. The calculation of salaries considers various factors in accordance with these principles.
1- Customizations: (Years of service, Certificate, Matrimonial, kids and Transportation allocations).
2- Deductions: (Retirement and Income tax).
The University of Anbar has implemented policies to ensure equality in the wage scale and non-discrimination based on gender. Complying with Iraqi laws, the University of Anbar provides salaries that consider the high cost of living. The final budget model for 2021 at the University of Anbar also follows a similar process for calculating employee salaries, starting with the identifier (2 - 01 - 01). The subcategories from (2 – 01 – 01 – 01) to (2 – 01 – 01 – 10) provide details on salary components, just as in the University of Anbar's system.
Furthermore, the subcategories from (2 – 01 – 01 – 10 – 01) to (2 – 01 – 01 – 10 – 17) at the University of Anbar represent various allowances for employees. These allowances: encompass hazard allowances, scientific title allowances, exceptional allowances, engineering allowances, work allowances, university service allowances, geographical location allowances, certificate allowances, professional allowances, support allowances, and children's allowances. The purpose of these allowances is to address the diverse living needs of the university's employees, ensuring their well-being and financial stability.
University of Anbar Policy on Cooperation with Professional Unions and NGOs
In response to the adoption of the Universal Declaration of Human Rights on December 10, 1948, the trade union movement experienced a worldwide resurgence, notably due to Article 23, which affirms the right of individuals to establish and join trade unions for their own protection. Iraq's 2005 Constitution, Article 22, guarantees the right to establish and join trade unions and professional associations, subject to legal regulation. This constitutional provision has provided Iraqi citizens with the freedom to participate in associations and engage in collective bargaining. Consequently, the University of Anbar has developed its own policy regarding collaboration with trade unions and professional associations.
University of Anbar Policy on forced labor, modern slavery, human trafficking, and child labor
In line with the Iraqi Constitution and Labor Law 37 of 2015, the University of Anbar has developed a comprehensive policy to prevent the exploitation of child labor and combat human trafficking. This policy applies to all employees within the university, ensuring strict adherence to national laws, international treaties, and conventions concerning child labor and human trafficking. The University of Anbar further extends this commitment to external suppliers by mandating their compliance with Iraqi laws and the university's policy when engaging workers for any services provided to the university. Consequently, the university conducts thorough age verification audits for all individuals, including internal employees and external workers, prior to their employment, as part of its implementation measures.
The University of Anbar has implemented a policy aimed at safeguarding the rights of workers, even if they are employed by third-party contractors rather than directly by the university. The objective is to create an appropriate professional and social environment that encourages workers to be productive. All contracts entered into by the University of Anbar include clauses that prioritize the safety of workers and consumers. An example can be seen in the video below, which showcases the collaboration between a student club in the College of Business and Economics and an external supplier, to provide food services to students.
The University of Anbar is committed to protecting individuals who report instances of discrimination, ensuring they are not subjected to educational or employment disadvantages. Aligned with constitutional provisions, the university is actively working to establish equality within society and safeguard the rights of those who strive for it. To ensure the effective implementation of this policy and to maintain a culture of equality, the university has developed a protective system for these individuals.
If a case of employment discrimination is reported at the University of Anbar, the following procedures are followed:
1-The University’s affairs department is informed to initiate necessary measures while maintaining confidentiality.
2-The investigation findings are reported to the Council's secretariat for prompt action to be taken.
3-An official letter is sent to the employee informing them of the investigation's outcome.
4-Appropriate measures are taken to put an end to the discrimination and to hold accountable those responsible for it.
5-If the Affairs Department is not convinced of the employee's discrimination claim, the complaint may be rejected. In such cases, the employee has the right to appeal to the President of the University. If the complaint is still rejected, the employee has the option to appeal the case to the Iraqi Administrative Court within 30 days of being notified of the rejection.
6-These procedures apply to all employee complaints, including appeals related to salary determination and performance reviews.
At the University of Anbar, discrimination is defined as the treatment of an employee based on factors such as race, color, religion (creed), sex, gender expression, age, national origin (descent), disability, marital status, sexual orientation, or military status. The university strictly prohibits such discriminatory practices in all its activities and operations.
The Career Development Center (CDC)
The Center for Career Development (CDC) of University of Anbar is specifically designed to meet the needs of university students and graduates, with the aim of enhancing their skills and qualifications and forging a strong link between them and the requirements of the labour market. By understanding the challenges associated with securing suitable jobs, the CDC is committed to helping Students Bridge the gap between theoretical knowledge and practical application after graduation. To achieve this goal, the CDC facilitated the university's signing of several memorandums of understanding with prominent companies, enabling students to participate in intensive training courses relevant to their respective fields. These initiatives aim to provide students with the qualifications necessary to excel in their careers. Furthermore, the CDC collaborates with third-party organizations to promote the development of students' entrepreneurial and self-employment skills. By encouraging students to explore the private sector and even embark on their own entrepreneurship projects, the CDC aims to inspire and support students in creating small businesses. By promoting the idea of working in the private sector or starting their own microenterprises, the CDC seeks to create a mindset that embraces entrepreneurship and expands career opportunities.
Decent Works
-The University of Anbar sought assistance to transfer the daily wages of its employees to government contracts, thereby supporting the university and facilitating salary increases.
-University of Anbar's Career Development Center continuously promotes the professional skills and employability of graduates. The University's College of Economics implemented the creation of an electronic financial market, providing valuable training opportunities for students.
-The University's Career Development Center actively supports and promotes innovative ideas and patents, facilitating links between inventors and potential investors for mutual benefit.
- The University employed 1738 persons during 2018-2019 to decrease the number of jobless.
- The Career Development Centre of the University of Anbar developed the workability of alumni every year.