Advancing Decent Work and Economic Growth Through Fair Employment and Student Empowerment Initiatives

The University of Mindanao persistently upholds SDG 8, “Decent Work and Economic Growth,” ensuring the welfare of both its employees and students.

Employment Practice: Living Wage

The university promotes fair pay for its employees. The Operational Procedures Manual 4.06, Wage and Salary Administration Policy, outlines the payment of all staff and employees according to the local living wage. An employee's pay is primarily determined by factors such as their position, performance, and tenure with the university. This policy includes salary rates, ranks, and job classifications aligned with wage laws. Additionally, UM annually reviews its compensation and benefits relative to other industries to ensure relevance and coherence with market demands.

Employment Practice: Unions

For conflict resolution, the university offers an "Employee Grievance Machinery" under Operational Procedures Manual 21.12, which upholds due process in resolving disputes. These disputes often stem from interpretations or applications of laws impacting higher education institutions and university personnel policies. Moreover, the Faculty Supreme Council (FSC) and the University of Mindanao Administrative Employee Association (UMAEA), both represented on the Labor Management Council, support employees' rights to open dialogue, fair investigations, and industrial peace.

Employment Policy on Discrimination

Operational Procedures Manual 21.18 contains the University Code of Conduct, ensuring a workplace free from discrimination. The university upholds a policy against discrimination and harassment, guaranteeing equal opportunities for all members and applicants regardless of race, color, religious beliefs, origin, physical disability, medical condition, marital status, gender, age, or any other protected characteristic. This commitment reflects UM’s aim to foster respect as a core value.

Employment Policy: Modern Slavery

UM safeguards employees from involuntary servitude through Operational Procedures Manual 21.01, covering employee hiring, selection, and reappointment renewal. The Human Resource Management Department Head coordinates with the Head of Operations to match qualified applicants to vacant positions in a regulated manner, ensuring each employee’s role aligns with the service they wish to provide.

Employment Policy: Pay Scale Equity

The university’s Operational Procedures Manual includes a commitment to evaluating and eliminating gender pay gaps through its policy on pay scale equity.

In addition to fair wages, UM adheres to mandated leave benefits, including maternity and paternity leave, acknowledging employees’ rights to recuperate and attend to personal responsibilities beyond their professional duties. Employees also receive fringe benefits that support essential needs and offer additional incentives. For instance, the Expanded Educational Benefits provide tuition fee waivers for employees' children, siblings, or spouses. The Outstanding Teacher Award/Model Employee Award offers an increase in basic pay and a cash incentive upon recognition.

Employment Practice: Appeal Process

As previously noted, the "Employee Grievance Machinery" under Operational Procedures Manual 21.12 allows employees to present grievances and appeals to management. Additionally, the Faculty Supreme Council (FSC) and the University of Mindanao Administrative Employee Association (UMAEA) uphold employees’ rights to a fair and open dialogue with management.

Proportion of Students Taking Work Placements

For students, SDG 8, “Decent Work and Economic Growth,” is actualized through work placements. Out of 30,671 students enrolled at UM, 4,598 are expected to participate in a work practicum—approximately 15% of the entire student population. This demonstrates a growing commitment to equipping students for future employment.

The university also empowers students to join various congresses, fostering potential connections for employment. For instance, two Bachelor of Science in Legal Management students participated in the Ayala Young Leaders Congress, sponsored by the Ayala Group of Companies. In 2024, only 50 out of 3,000 applicants were chosen to represent their institutions, providing these students a valuable opportunity to explore on-the-job training with Ayala Group and strengthen their credibility for future employment.

These are just a few of the many practices and policies through which the University of Mindanao reaffirms its commitment to SDG 8, “Decent Work and Economic Growth,” for both its employees and students. The university remains supportive of labor rights while respecting the prerogatives of management, recognizing that both are essential to the effectiveness of an academic institution.