Quality jobs drive lasting economic prosperity. Decent work means a stable income, which is vital to reducing poverty.
Living wage statement
JGU is committed to paying all employees at least the Living Wage. We ensure that all workers engaged directly by the University as well as third party workers, are paid at least the Living Wage. Our staff receive additional support and benefits for sickness, annual leaves, maternity leave and housing.
View Policy on labour, equivalent rights of third party workers and gender pay equity.O.P. Jindal Global University (JGU) is committed to providing equal opportunities in employment and never engage in any form of unlawful discrimination, following the global best practices when it comes to employment policies. The University follows all related laws and does not discriminate against individuals on the basis of race, colour, gender, age, national origin, religion, sexual orientation, marital status, disability or any other legally protected aspect.
JGU is committed to selection of employees made strictly on merit basis and does not discriminate against the candidates based on gender, race, religion, sexuality, color, marital status, national origin, physical or mental disability and/or age.
If any employee feels he or she is being subjected to discrimination, harassment, bullying or
victimization, he or she can raise the same with the HR department or use the existing grievance redress mechanisms like Anti-Discrimination Committee (jgu.edu.in/anti-discrimination-committee), Committee on Gender Sensitisation Against Sexual Harassment (jgu.edu.in/jgus-anti-sexual-harassment-committee)
View Policy on Non-Discrimination, Equal Employment Opportunity and Affirmative Action Policy
JGU strictly prohibits all forms of modern slavery, including forced labour, human trafficking, servitude, and exploitation. This prohibition extends to all university activities and applies to all individuals associated with the institution.
Supplier and Contractor Compliance: JGU expects all suppliers and contractors to comply with this zero-tolerance approach towards modern slavery. The university will seek assurances and due diligence from its partners, requiring them to adhere to ethical standards and transparency in their operations.
The University shall ensure that the third party shall provide a workplace free of harsh and inhumane treatment (including any sexual harassment, sexual abuse, corporal punishment, mental or physical coercion or verbal abuse of workers) and free of threats of any such treatment. Harassment includes sexual harassment which can take many forms, including offensive and unwelcome sexual invitations, offensive and unwelcome conduct of a sexual nature and offensive and unwelcome physical contact of a sexual nature. The University shall ensure that the third party workers wages meet the minimum wage requirements imposed by relevant legislation. The basis of wages to workers shall be communicated to them in good time and in a clear manner.
View Policy on Labour, Equivalent Rights of Third Party Workers and Gender Pay Equity
No person employed with the University shall be subjected to unequal pay because of gender, race, religion, sexuality, colour, marital status, national origin, physical or mental disability and/or age. Salaries of all the administrative staff are competitive and more than the living wage, or minimum wage as defined by the government. Salaries of all faculty members are competitive and more than the University Grants Commission (UGC) pay scales, decided on the basis of experience and qualification of individual faculty members. Compensation of the employees are decided on the basis of their educational qualification, experience and merit. The University adheres to industry standards and benchmarking practices to ensure competitive salaries.
View Policy on Labour, Equivalent Rights of Third Party Workers and Gender Pay Equity
To eliminate gender pay gaps and remove any bias in handing out compensation, the University consults the Deans and/or the Head of the Departments involved in decisions about pay and benefits with training and guidance. The Human Resources Department will ensure that pay discrimination on the basis of gender, race, religion, sexuality, colour, marital status, national origin, physical or mental disability and/or age is not practised at the time of hiring and pay raise.
View Policy on Labour, Equivalent Rights of Third Party Workers and Gender Pay Equity
JGU’s policies for employees have been created in a way that enables them to appeal in various circumstances.
In the event of the Committee on Gender Sensitization Against Sexual Harassment (COGSASH) not taking action on a complaint, or if the complainant or defendant is dissatisfied with the disciplinary action taken by the JGU authorities, she/he shall have the right to appeal to the Vice Chancellor of the University. This mechanism is described in the Faculty Handbook (Page 31).