2024 Reports | SDG 8 – Decent Work and Economic Growth

EMPLOYMENT PRACTICE

Employment Practice Living Wage

Isabela State University (ISU), as a leading Higher Education Institution, is firmly committed to cultivating a workplace that emphasizes the welfare and economic security of its employees. The university upholds the principle of providing a local living wage, defined as compensation that meets or exceeds the local living wage standards established by government authorities or the poverty threshold for a Standard family unit. This commitment highlights ISU’s dedication to promoting social equity, economic fairness, and responsible employment. By adopting this policy, ISU aims to support the financial well-being of its personnel and uphold high ethical standards in its employment practices.

The University adheres to the Salary Standardization Law – the latest issuance was covered by Executive Order No. 64 dated August 2, 2024, with a retroactive effect January 1, 2024.

To promote fairness across employment categories, the University likewise extends a premium of up to 20% of their respective wage or salary to Contract of Service (COS) and Job Order (JO) workers, subject to the availability of funds, as provided under the COA–DBM Joint Circular No. 1, s. 2020. This premium is granted every time a salary adjustment is implemented for permanent employees, ensuring that non-permanent personnel also benefit from institutional compensation improvements.

Employment Practice Unions

Isabela State University (ISU) is firmly committed to fostering an inclusive, equitable, and rights-based workplace by upholding the freedom of association for all employees. The University formally recognizes two labor organizations — the Isabela State University Faculty Association (ISU-FA), representing academic personnel, and the Isabela State University Non-Academic Staff Association (ISU-NASA), representing administrative and support employees. Each association operates under its own constitution and by-laws and engages in Collective Negotiation Agreements (CNAs) with the University administration to ensure that the rights and welfare of all employees are protected and promoted.

This recognition extends to all members of the University community — regardless of gender, race, ethnicity, religion, nationality, or employment classification — guaranteeing equal access to union membership and participation in collective bargaining processes. By institutionalizing these rights, ISU demonstrates its commitment to national labor standards and international principles of decent work. The University’s inclusive approach ensures that women, international staff, and minority groups enjoy the same opportunities for representation, advocacy, and protection, thereby reinforcing ISU’s dedication to fairness, social justice, and employee empowerment within the workplace.

Employment Policy on Workplace Discrimination

Isabela State University (ISU) upholds an Enhanced Policy on Non-Discrimination and Inclusivity in Workplaces as a fundamental component of its institutional governance and ethical framework. The University explicitly prohibits all forms of discrimination in the workplace based on sex, gender identity and expression, sexual orientation, ethnicity, religion, disability, age, political beliefs, and socioeconomic status. This policy affirms ISU’s strong commitment to promoting equality, respect, and inclusivity among its employees and the entire academic community.

The University’s stance is deeply rooted in national legislation, including the Magna Carta of Women (Republic Act No. 9710), the Magna Carta for Disabled Persons (Republic Act No. 7277), and the Safe Spaces Act (Republic Act No. 11313)—laws that collectively guide ISU’s efforts to safeguard the rights and dignity of all individuals. Reflecting these principles, ISU’s workforce embodies diversity, comprising regular faculty and staff members who are Persons with Disabilities (PWDs) and individuals from varied ethnic, cultural, gender, and age groups.

To strengthen the implementation of these policies, ISU conducts mandatory orientations and training sessions for all employees on gender sensitivity, workplace equality, and anti-discrimination laws. These capacity-building initiatives ensure that employees are well-informed of their rights and responsibilities, promoting a culture of understanding, fairness, and mutual respect. Through these sustained efforts, ISU demonstrates its unwavering commitment to eliminating discrimination, fostering inclusivity, and maintaining a safe, equitable, and empowering environment for all members of the university community.

Employment Policy on Modern Slavery

Isabela State University (ISU) upholds a firm institutional commitment against all forms of forced labor, modern slavery, human trafficking, and child labor. In line with this commitment, the University has formally adopted the provisions of Republic Act No. 10364, also known as the Expanded Anti-Trafficking in Persons Act of 2012, which strengthens and broadens the mandates of Republic Act No. 9208, An Act to Institute Policies to Eliminate Trafficking in Persons, Especially Women and Children. This legislative adoption reflects ISU’s proactive stance in ensuring that its policies and practices strictly prohibit any act that undermines human dignity or exploits vulnerable individuals.

To reinforce these principles within the institution, ISU established the Committee on Decorum and Investigation (CODI), through Office Order Nos. 11 & 12, s.2024, to address cases of sexual harassment and other related violations that compromise employee welfare and personal rights. Through this mechanism, the University ensures that ethical standards, respect, and accountability are upheld in all workplace relations. By embedding these safeguards into its governance and operations, ISU fosters a safe, inclusive, and empowering environment—one that honors every individual’s freedom, human rights, and right to decent work. This reflects the University’s broader dedication to ethical governance, social justice, and compliance with both national and international labor and human rights standards.

Employment Practice Equivalent Rights Outsourcing

Isabela State University (ISU) has established the Equal Employment Opportunity Policies (EEOP) that ensures all workers hired or engaged through outsourced third-party contractors or service providers—such as security personnel, janitorial staff, and other utility workers—are guaranteed equivalent employment opportunities, rights, benefits, and protections as those enjoyed by the University’s directly hired employees. This policy reflects ISU’s firm commitment to upholding fairness, equity, and social responsibility in all aspects of its operations. By institutionalizing this principle, the University ensures that labor practices across both direct and outsourced employment arrangements remain consistent with national labor laws and ethical employment standards. Moreover, ISU’s approach promotes a unified and inclusive work environment where all individuals contributing to the institution’s mission are valued and treated with dignity. Through this policy, the University demonstrates not only compliance with labor regulations but also a proactive stance in advancing the welfare and protection of all workers under its operational scope, thereby reinforcing its dedication to ethical governance and equitable workforce management.

Isabela State University (ISU) has instituted a formal policy that guarantees workers hired or engaged through outsourced third-party contractors or service providers, which includes security personnel and utility staff, receive equal employment rights, benefits, and protection as the university’s directly-hired employees. This underscores ISU’s strong commitment to fairness, social responsibility, and the strict observance of labor standards across all facets of its operations. By extending equitable treatment to all workers associated with the university, ISU fosters an inclusive and just workplace environment that reflects its core values and dedication to ethical practices.

Employment Policy on Pay Scale Equity

Isabela State University (ISU) upholds a clear institutional policy on pay scale equity that includes a strong commitment to measuring and eliminating gender-based pay gaps. Guided by its Equal Employment Opportunity Policies, the University ensures that all employment practices—particularly those related to compensation—are fair, transparent, and free from discrimination. These policies explicitly integrate the principle of gender pay equity as part of ISU’s broader commitment to social responsibility, inclusivity, and adherence to national labor standards.

Furthermore, ISU reinforces these principles through its Collective Negotiation Agreement (CNA), which institutionalizes mechanisms for monitoring compensation structures, evaluating pay disparities, and implementing corrective actions when inequities are identified. By embedding these measures into its operational framework, ISU not only demonstrates compliance with equitable labor practices but also promotes a culture of fairness, accountability, and respect for diversity within the workplace. This comprehensive approach ensures that all employees, regardless of gender, are compensated equitably for their roles and contributions, thereby strengthening the University’s integrity and commitment to equality.

Tracking Pay Scale for Gender Equity

Isabela State University (ISU) actively tracks and promotes pay scale gender equity as part of its commitment to fairness and inclusivity in the workplace. The University has established clear policies that promote transparency in employee compensation and regularly review salary structures to ensure they remain free from bias related to gender, race, ethnicity, or any other personal characteristic. This proactive monitoring helps maintain a balanced and equitable pay system across all levels of employment.

Moreover, ISU’s dedication to pay equity is reinforced through the implementation of its Collective Negotiation Agreement and Equal Employment Opportunity Policies, which serve as guiding frameworks for upholding justice and equality among employees. The University also encourages open dialogue and consultation among its workforce to address concerns regarding compensation fairness, demonstrating a systematic and institutionalized approach to ensuring nondiscrimination, inclusivity, and equity in all aspects of employment.

Employment Practice Appeal Process

Isabela State University (ISU) is committed to fostering a supportive and just work environments for all its employees. To uphold these values, the University maintains an established Grievance Committee as detailed in its Administrative Manual. This committee provides a formal channel for employees to appeal issues concerning their rights, benefits, or compensation, ensuring that every case is handled with fairness, confidentiality, and due process. By implementing this system, ISU promotes a culture of accountability, transparency, and trust within the institution, reinforcing its dedication to respectful and equitable workplace practices.

Moreover, pursuant to Republic Act (RA) 7877 otherwise known as the “Anti-Sexual Harassment Act of 1995” – Rule VI section B, as amended by RA 11313 or the “Safe Spaces Act”, the Isabela State University had a composition of University Committee on Decorum and Investigation (CODI) of Sexual Harassment cases both for faculty and non-teaching personnel. The University Committee on Decorum and Investigation (CODI) aims to prevent and address sexual harassment within the university by serving as an independent internal mechanism for receiving, investigating, and resolving complaints. Its primary goal is to foster a safe, respectful, and inclusive academic and work environment free from sexual misconduct.

Employment Practice Labour Rights

Isabela State University (ISU) is deeply committed to upholding fundamental labor rights, particularly the right of all employees to freedom of association and collective bargaining, as essential components of an inclusive and equitable workplace. In line with national labor laws and international standards, the University fully recognizes and supports the formation and operation of the Isabela State University – Faculty Association (ISU-FA) and the Isabela State University – Non-Academic Staff Association (ISU-NASA) — duly constituted labor organizations representing the University’s teaching and non-teaching personnel, respectively. Each organization operates under its own constitution and by-laws, ensuring democratic governance and independent representation.

Both associations actively engage in Collective Negotiation Agreements (CNAs) with the University administration to safeguard the rights, welfare, and professional interests of all employees. ISU’s recognition of these labor unions extends to all members of the workforce, regardless of gender, age, ethnicity, religion, or nationality, thereby guaranteeing equal opportunities for participation and representation. Through these mechanisms, the University ensures that employee voices are heard, respected, and integrated into institutional decision-making. This commitment underscores ISU’s adherence to fair labor practices, its respect for human rights, and its dedication to maintaining a just, inclusive, and participatory work environment for all.

EXPENDITURE PER EMPLOYEE

As of 2024, the Isabela State University employs 2,243 personnel, of which 1,256 are academic staff. This demonstrates the University’s significant role as a local employer contributing to economic activity and community livelihood. The University’s total expenditure for FY 2024 amounted to ₱1,772,949,756.63, representing substantial investment in human resources, research, extension, and public service. A major portion is dedicated to personnel services, reflecting the University’s commitment to employee welfare and equitable economic participation.

PROPORTION OF STUDENTS TAKING WORK PLACEMENTS

As of 2024, a total of 13 students engaged in work placements lasting more than one month during the academic year. Although the number represents a small portion of the student population, it highlights the University’s active efforts to provide meaningful experiential learning opportunities that complement academic instruction. These placements allow students to apply theoretical knowledge in real-world settings, develop practical skills, and enhance their employability upon graduation. The initiative also underscores the University’s ongoing commitment to strengthening and expanding future work immersion opportunities for its students.

PROPORTION OF EMPLOYEES ON SECURE CONTRACTS

As of 2024, a total of 2,073, out of 2,243 total employees, hold contracts lasting more than 24 months (2 years), which demonstrates the institution’s strong commitment to providing stable and secure employment. This high proportion of long-term and secure contracts reflects a workforce that benefits from sustained job security, consistent professional growth opportunities, and a sense of belonging within the organization. It also indicates the University’s dedication to retaining skilled and experienced personnel, fostering organizational continuity, and supporting long-term institutional goals.