2022 – Reports | SDG 8 – Decent Work and Economic Growth

EMPLOYMENT PRACTICE ON LIVING WAGE

The Isabela State University implements the Fourth Tranche of the Modified Salary Schedule for Civilian Personnel by the Department of Budget and Management (DBM) pursuant to Republic Act (RA) 11466, also known as Salary Standardization Law of 2019 as evidenced by the National Budget Circular No. 591 dated January 10, 2023. The University grants employees the full package of compensation that includes basic salaries, step increments, standard allowances and benefits, specific-purpose allowances and benefits, and incentives.

ISU recognizes and upholds the importance of employee’s local living wage to pay for basic essentials such as food, health care, housing, transportation, and other needs for daily living.

EMPLOYEE UNION AND LABOR RIGHTS

The University supports associations of workers that promote their general welfare, health safety, and the best interest of all its employees. ISU also actively maintains communication with local groups and associations, thereby enhancing cooperation, overcoming adversities, building consensus toward improving the efficiency of work framework and environment, to wit, ISU establishes Collective Negotiation Agreement (CNA) with the ISU Echague Faculty Association (ISUEFA) and Non-Academic Staff Association (NASA).

EMPLOYEE DISCRIMINATION

This Institution established the Equal Opportunity Policies (EOP) on Learning and Development (L&D) in consonance with the 1987 Constitution under Article XIII which provides that the Congress shall give highest priority to protect and enhance the rights of all to human dignity, reduce inequalities, and remove cultural inequities.

ISU also adheres to the provisions of the Administrative Manual (ISU BOR Resolution No. 36 series 2006) on its Merit System for Faculty and Non-Teaching Staff as exhibited on Chapter 4: Personnel Management System and Standards, stipulating that “there shall be no discrimination in the selection and promotion of the employees on account of gender, civil status, disability, religion, ethnicity or political affiliation.”

EMPLOYEE SLAVERY AND FORCED LABOR

The University adopted the Republic Act 10364, otherwise known as the Expanded Anti-Trafficking in Persons Act of 2012 expanding Republic Act No. 9208, titled “an act to institute policies to eliminate trafficking in persons especially women and children, establishing the necessary institutional mechanisms for the protection and support of trafficked persons, providing penalties for its violations and for other purposes.” This allows ISU to establish a welcoming and inclusive workplace that values individual’s freedom and personal prerogative to work.

EMPLOYEE EQUAL RIGHTS TO OUTSOURCED SERVICES

The Institution executes a Contract of Agreement when outsourcing services to third party and this include Supply of Security Services and Janitorial Services.

The full compliance and adherence to the 2016 Revised Implementing Rules and Regulations of RA 9184 (Government Procurement Reform Act) allowed ISU as an implementing agency to be legally grounded with its procurement operations, promote good governance, and adhere to the principles of transparency, accountability, equity, efficiency, and economy in its procurement process.

EMPLOYEE PAY SCALE EQUITY

The Isabela State University implements the Fourth Tranche of the Modified Salary Schedule for Civilian Personnel pursuant to RA No. 11466 (Salary Standardization Law of 2019).

This grants faculty and staff with full compensation packages on the provision of pay scale equity, and warrants pay equity as its institutional method in eliminating gender discrimination when establishing and maintaining wages, upholding inclusive and fair pay for all employees, providing greater transparency, and protecting employees from compensatory disparities.

MEASURE/TRACK OF PAY SCALE GENDER EQUITY

The University established a measure in tracking pay scale gender equity in compliance with the Department of Budget and Management Commission on Higher Education Joint Circular No. 1 dated August 30, 2019, providing the Guidelines to Implement Special Provision No.3 of the Miscellaneous Personnel Benefits Fund (MPBF) in the Fiscal Year 2019 General Appropriations Act (GAA), “Implementation of National Budget Circular (NBC) No. 461.” These served as guiding scheme of compensating employees and implement fair pay policies to prevent discrimination.

In addition, the institution implements a policy on employee promotion that applies to everyone regardless of gender. Thus, promotion is based on competence and work efficiency.