Employment practices
Employment practice living wage
Yes. The faculty and staff of YunTech are paid according to the statutory salary set by the government. All of our employees’ salary is above the statutory base pay required by the government of the nation (Monthly salary for 2021: NT 24,000) which is higher than the standard of lowest living expenditure in Taiwan.
- The statutory base pay required by the government of the nation for 2021 = NTD 24,000
- Workers employed by YunTech school fund, salary range = NTD 29,055-44,767
- Project staff, salary range = NTD 27,808-80,057
- YunTech faculty, salary range: NTD 46,280-116,825
Employment practice unions
YunTech recognises unions and labour rights. YunTech holds worker-employer meetings. Seven representative workers and seven representative employers are elected through public voting. If the workers from a single-sex exceed half the population of all workers, its corresponding worker representatives to be elected shall not be less than one-third of the total worker representatives that should be elected. This way, it is ensured that there will be certain that each gender has a representative. The meetings are held in January, April, July, and October each year to regulate labor relations, encourage worker-employer cooperation, improve work conditions, and promote labor welfare.
Employment practice unions in 2021
Employment policy on discrimination
YunTech commits to non-discrimination in the workplace, in compliance with Article 5 of Taiwan R.O.C. Employment Service Act: Employers are prohibited from discriminating against any job applicant or employee on the basis of race, class, language, thought, religion, political party, place of origin, place of birth, gender, sexual orientation, age, marital status, appearance, facial features, disability, or past membership in any labor union. YunTech, in compliance with Act of Gender Equality in Employment of Taiwan R.O.C., stipulates that employers shall not discriminate against employees because of their gender or sexual orientation in the case of paying wages.
Employment policy modern slavery
YunTech commits to no forced labour, no modern slavery and no human trafficking, and no child labour. We follow the article 44 of Labor Standards Act in ROC：No employer shall employ any person under the age of fifteen; and the article 5: No employer shall, by force, coercion, detention, or other illegal means, compel a worker to perform work.
Employment practice equivalent rights outsourcing
YunTWhen the university needs to entrust activities or events with facilities and equipment involving a third party with funds amounting to more than 100,000 NTD, it should be dealt with in accordance to the relevant provisions of the Government Procurement Law which requires the third party should obey non-discrimination principle and pay workers at least the living wage. In addition, it shall adopt the purchase contract issued by the Public Works Committee of the Executive Yuan, which stipulates the related rights of the third party and its workers.
Employment policy pay scale equity
YunTech commits to pay scale equity including a commitment to measurement and elimination of gender pay gaps. We follow the Act of Gender Equality in Employment (2016.5.18): Employers shall not discriminate against employees because of their gender or sexual orientation in the case of paying wages.
Tracking pay scale for gender equity
YunTech has a pay scale for gender equity. YunTech pays workers employed by school fund, project workers, and faculty by complying with the standards of salary, regardless of gender.
We follow the article 7 of Gender Equality in Employment Act in ROC：Employers shall not discriminate against applicants or employees because of their gender or sexual orientation in the course of recruitment, screening test, hiring, placement, assignment, evaluation and promotion; and the article 10: Employers shall not discriminate against employees because of their gender or sexual orientation in the case of paying wages.
Act of Gender Equality in Employment
Employment practice appeal process
Teacher appeals
https://aex.yuntech.edu.tw/index.php?option=com_docman&task=doc_download&gid=4717
YunTech established the Teacher Appeal and Review Board for teachers to appeal on employee rights and/or pay. The board was established according to Article 22 of the University Law (the Organization and Evaluation Guidelines for Teacher Appeal and Review Board) and Article 12 of the School Organizational Rules (an appeal and review committee for teachers should be established). The board consists of ten full-time teaching personnel, two administrative personnel, one legal professional, one education scholar, and one representative from the local professional teacher organization or a branch of it. In addition, the number of teachers who do not hold administrative positions shall not be less than two-thirds of the total number; a board member of any gender shall account for more than one-third of the total number of members. This is for teachers to appeal on their employee rights and/or payment issues.
Staff appeals
https://aex.yuntech.edu.tw/index.php?option=com_docman&task=doc_download&gid=760
If YunTech staff believes that the management measures or the relevant work conditions of the school are improper, which affects their rights and interests, they may file a complaint and a further appeal according to the law. This will be dealt with by the committee in-charge of award and punishment, and the further appeal case will be reviewed by the Civil Service Protection and Training Commission. Moreover, YunTech founded the Staff Appeal and Review Board for staff to appeal on employee rights and/or pay.
Key points for the organization and review of the Staff Appeal and Review Board of YunTech