Does your university as a body pay all staff and faculty at least the living wage, defined as the local “living wage” (if government defines this) or the local poverty indicator for a family of four (expressed as an hourly wage)?
Employment Practice Living Wage
COMPENSATION AND BENEFITS
https://www.aau.ac.ae/publications/handbooks/al_ain_university_faculty_handbook__2023_2024_en.pdf
AAU adopts its own system of compensation and benefits which is mainly based on the faculty members’ academic ranks: Professor, Associate Professor, Assistant Professor, and Instructor.
In addition, the University looks into the rarity of the specialization and the faculty member’s experience. It also takes into consideration any distinguished accomplishments the faculty member may have achieved. In case if the faculty member is assigned an administrative position, an admin allowance is paid in addition to the salary; which is based on the period of administrative services rendered and excluded from the end of service benefit.
Notwithstanding the compensation system, AAU gives special attention to incentives. Faculty members are encouraged to engage in scientific research and apply for promotion which will reflect on their financial status.
The academic compensation & benefits consist of the following:
Monthly Salary:
Monthly salary is paid once a month for twelve months in the year. Salary is transferred to the bank account of the faculty members before the end of every month, salary details are sent to the Wages Protection System of MOHRE where the salary of each employee is pre-registered.
Housing Allowance:
Housing allowance is paid to the faculty members bi-annually, half payment in the first semester and the other half payment in the second semester of every academic year.
Furniture Allowance:
One-time payment right after joining for the expat faculty members who have joined AAU from outside the UAE.
Education Allowance:
Education Allowance is paid to the faculty members bi-annually, with half payment in the first semester and the other half payment in the second semester of every academic year as per AAU policy.
Human Resources Unit
https://aau.ac.ae/en/units/hru/duties-and-responsibilities
Duties and Responsibilities
The Human Resources Unit at AAU renders a wide range of services. The key services are mentioned below:
- Job identification, advertisement, screening selection and recruitment.
- Job evaluation and grading.
- Issuance of employment visas, contracts, and associated paper work.
- Employee Relations Management.
- Provision of advisory service on employment legislation/terms and condition of service.
- Management of pre and post-arrival arrangements for new staff orientation and onboarding etc.
- Designing Training and development programs according to the requirements of the organization and Units.
- Management of compensation and benefits.
- Overseeing Time and Leave management.
- Performance management and Career Development.
- Development and review of HR policies and procedures.
- Budgeting and Periodic Reporting.
- Provision of support on conflict management i.e. disciplinary and grievance advice.
- Employees Separation management
Finance Unit
https://aau.ac.ae/en/units/finance/vision-and-mission
Vision
We aspire to be the leading example in providing financial services and logistics in higher education in the UAE for other institutions to follow.
Mission
Our role is to ensure that AAU benefits from the highest standard of financial, administrative, and resource management. To that end, the Finance Unit is committed to utilizing our expertise to deliver advanced services that offer excellent value to the faculty, staff, and students and ensure an environment which demonstrates respect and encourages the success of each individual in our institution.
Goals and Objectives
The main goals of the Finance Unit are:
- Promote financial responsibility.
- Provide quality services.
- Support the teaching, research, and community service goals of AAU.
- Maintain safe, clean, and accessible facilities.
- Provide quality auxiliary services.
- Promote and maintain the fiscal health of AAU through rational budgets, financial reports, and purchasing policies.
- Maximize the satisfaction of faculty, staff, and students.
Duties and Responsibility
The main responsibilities of the Finance Unit are:
- coordinating the annual budget for AAU.
- implementing aspects of sound financial management.
- processing Annual, Mid-year, and Quarterly reports.
- perform auditing tasks.
- handling student payments and tuition fees.
- contributing to managing the financial aid fund.
- coordinating the purchasing and procurement policies and, carrying out day-to-day financial matters.
Definition and categories of staff
Full Time Staff:
Full time staff is defined as the person who undertakes his/her duty for no less than 40 hours a week. Full time staff is registered at the Ministry of Labour and has an employment contract stipulating tenure of contract, specific benefits including but not limited to fixed salaries, annual leaves, health insurance, etc.
Part Time Staff:
Part time staff is defined as the person who undertakes the duty for less than 40 hours a week. Usually, part time staff is paid on hourly basis.
Responsibilities of the HR Manager
The HR Manager shall review all aspects of the promotion with respect to payroll, salary, benefits, grade change, title change, effective start date and the organizational structure affected by these movements. Upon completion of this review, the HR Manager forwards all materials to the Senior Management. Upon completion of analysis, the Senior Management will approve or decline the promotion request.
New Decree to Assure Wages Punctual Payment
www.mohre.gov.ae
Abu Dhabi – 26 July, 2016 The Ministry of Human Resources and Emiratisation has launched a new decree to ensure employees’ wages have been fully paid within a period not exceeding 10 days from the registered due date in the WPS (wage protection system), the decree shall commence October 2016.
H.E Saqr Ghobash, Minister of Human Resources and Emiratisation pointed out that companies employing over 100 workers must pay wages within a period not exceeding 10 days, if they fail, the ministry will stop granting them any additional work permits starting from the 16th day from the date of delay.
“Two main things should be considered in this matter, firstly, salary delays occur usually if the company fails to pay wages a month from the due date, the second, which refers to completely refraining wages, starts after entering into the second month, however, the decree shall refer to each case in a different matter,” he said.
The decree states, if a company delays wages a month from the due date, which means the company has entered into the refrainment phase, the ministry shall inform the judicial authorities and other related parties to take all necessary punitive measures against it, causing a complete strike against the other companies owned by the same employer, plus prohibiting the employer the ability of registering any new companies.
Furthermore, if a company continues to refrain wages, the ministry shall take necessary measures to use the bank guarantee, in addition to downgrading the company into the third category and enable the workers to move to another company.
“If the company fails to pay wages for 60 days from the due date, then administrative fines shall follow, not forgetting the punishments that had been already slapped for failing to pay wages a month from the due date,” Ghobash added.
Administrative fines hit Dh5000 (AE dirhams) per worker’s delayed wage, reaching a maximum of Dh50,000 dirhams in cases that include multiple workers complaining about delayed wages for over 60 days.
On the bright side, the ministry shall lift the ban off violating companies granting them the ability to apply for new work permits only if they immediately pay delayed wages during the first delay month, while the ban lasts for 60 days for companies that failed to pay wages for more than two months, after payment of course.
The decree reiterates that if the company often refrains salaries, the ban duration doubles after paying the wages.
Additionally, if the ministry came across any sorts of salary delays or refrains by companies that employ less than one hundred workers, the current regulations shall apply, from work permits ban to fines then public trial referral if the company fails to pay the money within 60 days, however, if the company notes such violations more than once in one year, then, in this case, the ministry shall apply penalties stated for companies that employ over 100 workers.
The decree clearly states the ministry shall not proceed with any transactions with companies that did not register in the WPS, in addition, to stop dealing with the owners of these companies until they register in the system, all to ensure workers' rights have been met.
Minimum wages
There is no minimum salary stipulated in the UAE Labour Law, however it broadly mentions that salaries must cover basic needs of the employees. Article 63 of the Labour law mentions that the minimum wage and cost of living index is determined either in general or for a particular area or a particular profession by virtue of a decree and consent of the Cabinet.
Basic salary and total salary
The UAE Labour Law does not provide any guidelines on the percentage of the basic salary to be paid by the employer. So it is at the discretion of the company to decide this percentage and the employee may negotiate, accept or not.
How salaries should be paid?
According to Ministerial Decree No. 739 of 2016 Concerning the Protection of Wages, all employers registered with Ministry of Human Resources and Emiratisation (MoHRE) must subscribe to Wages Protection System (WPS) and pay the wages of their employees through the WPS, as per the due dates.
Under this system, salaries of employees will be transferred to their accounts in banks or financial institutions, which are authorised by Central Bank of the UAE to provide the service.
MoHRE will not process any transactions or deal with the owners of the companies that are not registered with the WPS until they register in the system.
Use these resources to register in WPS and understand how it functions:
- Ministerial Resolution No. 788 for 2009 on Wages Protection System - MoHRE (PDF file)
- WPS Guideline - Ministry of Human Resources and Emiratisation (PDF file)
- Wages Protection System - the official portal of Abu Dhabi Government
Watch this video about WPS [10]
Fines for evading WPS
According to Ministerial Resolution No. 15 of 2017, these fines apply for actions involving fraudulent use of the WPS:
- Entry of incorrect data in the WPS for the purposes of evasion or circumvention - AED 5,000 for each worker and a maximum limit of AED 50,000 in case of multiple workers
- Failure to pay on due dates through the WPS - AED1,000 per employee
- Forcing employees to sign fake pay slips showing that they received their salaries – AED 5,000 per employee.
Late or unpaid salaries
The employer is considered as late in paying wages if the wage is not paid to the employee within 10 days from the due date, which is the next day of the end of the salary period.
The employer is considered as refusing to pay wages if the wage is not paid to the employee within one month of the due date.
Penalties on companies failing to pay salaries
On companies employing over 100 worker
Here are the consequences of companies employing over 100 workers failing to pay wages within a period not exceeding 10 days:
- They will not be issued work permits starting from the 16th day from the date of delay.
- Such companies delaying wages a month from the due date will be referred to judicial authorities for punitive measures.
- Action would be taken against all companies owned by the same owner.
- The owner/s will not be able to register any new company.
- Employees’ bank guarantees will be liquidated.
- The company will be downgraded to the third category.
- Workers will be allowed to move to other companies.
In case a company employing over 100 workers delays wages over 60 days, a fine of AED 5,000 per worker whose wage is delayed will be levied with a maximum fine of AED 50,000 in cases of multiple workers’ delayed wages.
On companies employing less than 100 workers
If a company employing less than 100 workers fails to pay the salary within 60 days from due date, penalties will include:
- work permits ban
- fines
- referral to court.
If the company commits such violations more than once in one year, MoHRE will apply penalties stated for companies that employ over 100 workers.
Salary of employees
· Institutional Mortgage Services IMS Associate
About AED 4K - AED 4K/moAvg. Total Pay
About AED 4K - AED 4K/moBase Pay
Based on 1 Salaries Full Pay Details
See salaries from all locations
· Assistant Professor
About AED 21K - AED 23K/moAvg. Total Pay
About AED 21K - AED 23K/moBase Pay
Based on 1 Salaries Full Pay Details
See salaries from all locations
· IT Engineer
About AED 9K - AED 9K/moAvg. Total Pay
About AED 9K - AED 9K/moBase Pay
Based on 1 Salaries
Al Ain University of Science & Technology Salaries [12]
https://www.bayt.com/en/uae/salaries/companies/al-ain-university-of-science-technology/
Job Title |
Monthly Avg |
|
|
Registration Officer |
AED 7,000 |
|
|
Finance Director |
AED 21,000 |
Ministerial Resolution No. (43) of 2022 Regarding Wager Protection System [1]
https://www.mohre.gov.ae/handlers/download.ashx?YXNzZXQ9NjY1OQ%3d%3d
New UAE Labour Law: When can my employer deduct my salary?
What is the maximum amount of salary that may be deducted?
Dubai: Have you taken loans from your employer or owe the company money due to any damages caused by you? If so, what is the maximum amount of money that the company can deduct from your salary?
The new UAE Labour Law, Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations, has a specific article – Article 25 – which stipulates the regulations that need to be followed in case an employee’s salary needs to be deducted.
-ADVERTISEMENT-
Ads by
The law also puts a cap on the maximum amount of salary that may be deducted at 50 per cent, if an employee has multiple reasons for the wage to be deducted.
Here are the details of what the article states. It is important to note that the legislation will come into effect from February 2, 2022.
ARTICLE (25) DEDUCTION FROM THE WAGE
- No deduction shall be made from the wage of the worker unless in the following cases:
a. Recovery of loans granted to the worker, up to the maximum monthly deduction from the worker's wage stipulated in this Article, after the written consent of the worker, without any interests.
b. Reinstitution of overpayments made to the Worker, provided that no more than 20 per cent is deducted from the wage.
c. Payments deducted for the calculation of contribution to schemes, pensions and insurances, pursuant to the legislation in force in the UAE.
d. Worker's contributions to a provident fund in the establishment or the loans due to the fund, as approved by the Ministry.
e. Payments towards any social project, privileges or other services provided by the employer and agreed by the Ministry, provided that the worker agrees in writing to contribute thereto.
f. Sums deducted from the worker against violations committed under the establishment's sanctions bylaws approved by the Ministry, up to five per cent of the wage.
g. Debts due as a result of court order, up to one quarter of the Worker's Wage, other than an awarded alimony, where it shall be permissible to deduct more than one quarter of the wage. In case of multiple debts, the amounts required to be paid shall be distributed on priority basis.
h. Amounts necessary for repair of any harm caused by the worker, as a result of his error or violation of employer's instructions, and resulting in loss or destruction of, or damage to any tools, equipment, products or material belonging to the employer, provided that no more than five days’ wage are deducted per month, and no amount in excess of this shall be deducted unless with approval of the competent court.
2. If the reasons requiring deduction from salary are multiple, then, deduction may in no event exceed 50 per cent of the wage.
MINISTERIAL RESOLUTION NO.(598) OF 2022 CONCERNING THE WAGES
PROTECTION SYSTEM
The Minister of Human Resources & Emiratization Having perused:
- § Federal Law No. (1) of 1972 on the competencies of the Ministries and Powers of the Ministers and amendments thereof,
- § Federal Decree-Law No. (33) of 2021 concerning Regulation of Labor Relations and its Executive Regulations and its executive regulations issued pursuant to Cabinet Resolution No. (1) of 2022
- § Cabinet Resolution No. (21) of 2020 concerning service fees and administrative fines at the Ministry of Human Resources and Emiratization
- § Ministerial Resolution No. (43) of 2022 concerning the Wages Protection System
- § Ministerial Resolution No. (346) of 2022 concerning the amendment of certain provisions of Ministerial Resolution No. (43) of 2022 concerning the Wages Protection System
- § Ministerial Resolution No. (209) of 2022 concerning the classification of establishments under the third category
- § In pursuance of public interest
Article (1)
1. In accordance with Article 16 of the Executive Regulations of the Federal Decree-Law No. 33 of 2021 referred to above, all establishments registered with the Ministry are required to pay their employees’ wages on the due date. Depending on the system in place, this could be accomplished through the Wages Protection System, or through any other system approved by the Ministry. Employees shall receive their wages on the first day of the month following the registered payday specified in the Employment Contract. A wage shall be paid at least once per month, if no such date is specified therein.
- Employers who fail to pay wages to their employees within 15 days of the due date will be considered late, unless the Employment Contract provides otherwise.
- Establishments must provide and submit all documentation required to prove the payment of wages.
Article (3)
This is without prejudice to the right of all employees to receive their agreed wages:
1. The establishment is considered compliant with wage payment requirements if more than 80 percent of the total wages of eligible employees are transferred according to their type of employment.
2. If a legal deduction has been made, the Employee is deemed to be a recipient of wage if 80 percent or more of the registered wage has been received, provided that evidence of such deduction is provided upon request.
Article (4)
This is not an official Translation. An Employer who grants a leave without pay to an employee must notify the Ministry in accordance with the appropriate channels and procedures, stating the duration of the leave.
Article (5)
Wages Protection System (WPS) compliance requirements are not applicable to the following categories of employees:
1. Employees with wage-related labour complaints referred to the judiciary
2. Reported absconding employees
3. New employees, within thirty (30) days of the due date
4. Employees who receive unpaid leave during their leave period shall be exempt from this requirement, provided that supporting documentation is submitted to the Ministry.
5. Sailors working on board ships. Employers are responsible for submitting an application to the Ministry.
6. Foreign employees receiving wages outside of the country while working in foreign establishments or branches within the country, provided that the employee's consent has been obtained and that the employer has submitted an application to the Ministry.
Article (6)
The following establishments are excluded from the Wage Protection System (WPS) requirements:
1. Fishing boats owned by nationals
2. Public taxis owned by nationals
3. Banks
4. Houses of worship (religious institutions) Article (7) A guide containing the procedures for implementing the provisions of this resolution shall be issued by the Undersecretary for Human Resources Affairs.
Article (8)
This is not an official Translation Ministerial Resolutions No. (43) and (346) of 2022 referred to are hereby repealed, in addition to any provisions inconsistent with those contained in this resolution.
Article (9)
This resolution shall be published in the Official Gazette and shall come into force from the date of its issuance.
FEDERAL DECREE-LAW NO.9 OF 2022
CONCERNING DOMESTIC WORKERS
https://www.mohre.gov.ae/handlers/download.ashx?YXNzZXQ9NzExMA%3d%3d
Article 15
Remuneration
1. Monthly salaries are to be paid in UAE dirhams within a period not exceeding 10 days from its maturity date. The Ministry may establish the method it deems most appropriate in order to ensure the timely payment of wages.
2. Domestic workers are entitled to their wages as soon as they enter the state or change their status, and the payment of the wage must be confirmed by a written receipt, or any other means determined by the Ministry.
Article 16
Deductions
1. Deductions of not more than a quarter of the domestic worker's pay shall be made for debts payable in execution of a court judgment.
2. If the domestic worker caused any loss, damage or destruction to any tools, machines, equipment or products owned by the employer, kept in the custody of the worker or under his/her disposal, then the employer has the option to deduct from the worker's pay the amount required for rectifying error or restoring the item to its original condition, this arrangement is subject to the consent of the domestic worker or approval of the Ministry if the worker declines. In such a case, the deduction cannot exceed one quarter of the domestic worker's salary.
Article 17
Suspension of Remuneration
1. In the event that a domestic worker is imprisoned in provisional detention, his/her wages will be suspended for the duration of his confinement.
2. In the event that a criminal case is filed in response to the notification from the employer against the domestic worker, if the court issues a judgment releasing the worker from standing a trial or acquits him/her, his/her remuneration for the suspension period must be paid in full, however, if the domestic worker is indicted, such pay will be forfeited.
3. In the event that a criminal case is filed in response to the notification from a third party, and if a domestic worker is found guilty, his/her suspended wages will be forfeited, however, if the investigation is terminated, or if the worker is acquitted, the complainant shall be required to pay the worker his/her suspended wages, unless the domestic worker agrees with complainant otherwise.