jesselton university college

SDG 8: Decent Work and Economic Growth

Employment Practice: Living Wage

At Jesselton University College (JUC), we are committed to upholding the rules and regulations set forth by the government. In accordance with the increase in minimum wage for employees from RM1,200 to RM1,500 per month, effective from 1 July 2023, we ensure full compliance with the revised minimum wage rates.

As of 1 July 2023, JUC will adhere to the following minimum wage rates throughout Malaysia:
Monthly: RM1,500
Daily: RM57.69
Hourly: RM7.21

It is important to note that these rates apply to all employees, regardless of the number of working days in a week. For employees who are paid based on piece rate, tonnage, task, trip, or commission, their monthly wages shall not be less than RM1,500.

JUC recognizes the importance of providing fair wages to our employees and strives to create a supportive and equitable work environment. We have adjusted our compensation practices accordingly to ensure that our employees receive the minimum wage as mandated by the government.

By adhering to these minimum wage regulations, JUC reaffirms its commitment to the well-being and financial security of our employees.

Employment Practice: Union


Employee Non-discrimination Policy

Jesselton University College (JUC) is committed to maintaining a workplace environment that is free from discrimination, fostering inclusivity, respect, and equal opportunities for all employees. We value diversity and recognize the importance of treating every individual with fairness and dignity. Discrimination based on religion, sexuality, gender, age, or refugee status is strictly prohibited within our organization.

JUC adheres to the following principles:

Equal Employment Opportunities: JUC provides equal employment opportunities to all individuals, irrespective of their religion, sexuality, gender, age, or refugee status. Employment decisions, including recruitment, hiring, promotion, and termination, are based solely on merit, qualifications, and job-related criteria.

Respectful and Inclusive Workplace: JUC promotes a work environment that respects the diversity of its employees. We foster an atmosphere where everyone is treated with dignity, courtesy, and professionalism. Discrimination, harassment, or any form of disrespectful behavior based on religion, sexuality, gender, age, or refugee status will not be tolerated.

Fair Policies and Practices: JUC has established fair policies and practices that are free from any form of discrimination. Our employment policies, including compensation, benefits, training, and development opportunities, are designed to ensure fairness and equal access for all employees.

Complaint Procedure: JUC encourages employees to report any incidents of discrimination promptly. We have implemented a comprehensive complaint procedure to address grievances related to discrimination. All complaints will be treated confidentially, and appropriate measures will be taken to investigate and resolve them in a fair and timely manner.

Non-Retaliation: JUC prohibits any form of retaliation against employees who raise concerns or file complaints about discrimination. Retaliation in any form is a violation of our policy and will result in appropriate disciplinary action.

JUC is dedicated to upholding this Employee Non-Discrimination Policy and ensuring that all employees are aware of their rights and responsibilities. We are committed to providing a workplace where diversity is valued, and every individual is treated fairly and respectfully.

Employment Modern Slavery Policy

Jesselton University College (JUC) is committed to upholding ethical and responsible practices in all aspects of its operations. We have a zero-tolerance approach towards forced labour, modern slavery, human trafficking, and child labour. JUC recognizes that these practices are serious violations of human rights and are detrimental to the well-being and dignity of individuals.

Our Policy Commitment:

Prevention and Vigilance: JUC is dedicated to preventing and detecting any form of forced labour, modern slavery, human trafficking, and child labour within our organization and supply chains. We maintain a vigilant approach to identify and address any potential risks.

Ethical Employment Practices: JUC ensures that all employees are provided fair and ethical working conditions, including payment of fair wages, reasonable working hours, and safe working environments. We strictly adhere to applicable labour laws and regulations.

Supply Chain Due Diligence: JUC conducts thorough due diligence in selecting suppliers and partners who share our commitment to combating modern slavery. We expect our suppliers to adhere to the same high standards and conduct their operations responsibly.

Reporting and Whistleblowing: JUC encourages employees, suppliers, and stakeholders to report any concerns related to forced labour, modern slavery, human trafficking, or child labour. We provide accessible channels for reporting, ensuring confidentiality and protection against retaliation.

Continuous Improvement: JUC is committed to continuously improving our practices and policies to combat modern slavery. We regularly review and update our procedures to address emerging risks and ensure compliance with relevant legislation and international standards.

Compliance with this Employment Modern Slavery Policy is mandatory for all employees and individuals associated with JUC. Violations of this policy may result in disciplinary action, up to and including termination of employment or termination of business relationships.

JUC is committed to raising awareness, providing training, and fostering a culture of transparency and responsibility regarding modern slavery. Together, we can contribute to eradicating these practices and promoting a world where every individual is treated with dignity and respect.

Employment Equivalent Rights of Outsourced Workers Policy

At Jesselton University College (JUC), we are committed to fair and equitable treatment of all workers, including those employed by third-party contractors or outsourcing partners. We recognize that outsourced workers play a crucial role in our operations, and we are dedicated to ensuring that they are afforded the same rights and protections as our direct employees.

Our Policy Commitment:

Equal Treatment: JUC guarantees that outsourced workers will receive equivalent rights and benefits as our direct employees, including but not limited to fair wages, working hours, leave entitlements, and access to training and development opportunities.

Non-Discrimination: JUC strictly prohibits any form of discrimination based on race, gender, age, religion, disability, or any other protected characteristic in the employment of outsourced workers. All workers, regardless of their employment status, will be treated with dignity and respect.

Health and Safety: JUC ensures that outsourced workers are provided with a safe and healthy working environment, free from hazards and risks. We expect our outsourcing partners to comply with applicable health and safety regulations and provide necessary training and protective equipment.

Compliance and Monitoring: JUC conducts regular assessments and audits to ensure compliance with this policy. We maintain open lines of communication with our outsourcing partners and work collaboratively to address any issues and improve working conditions.

Transparency and Accountability: JUC commits to transparency regarding the employment arrangements of outsourced workers. We require our outsourcing partners to clearly communicate the terms and conditions of employment to their workers, including their rights and benefits.

Grievance Mechanism: JUC establishes a confidential and accessible grievance mechanism for outsourced workers to raise any concerns or complaints related to their working conditions. We investigate and address grievances promptly, without fear of reprisal.

JUC expects all outsourcing partners to adhere to this Employment Equivalent Rights of Outsourced Workers Policy. Non-compliance may result in the termination of the outsourcing agreement.

By implementing this policy, JUC strives to create a fair and inclusive working environment, where all workers, regardless of their employment status, are treated fairly and with dignity. We believe that respecting the rights and well-being of outsourced workers is integral to our commitment to social responsibility and ethical business practices.

Employment Pay Scale Equity Policy

At Jesselton University College (JUC), we are dedicated to promoting a fair and inclusive workplace. As part of our commitment to equality, we have implemented an Employment Policy on Pay Scale Equity, emphasizing the measurement and elimination of gender pay gaps. This policy sets forth our commitment to ensuring fair compensation practices for all employees, regardless of gender or any other protected characteristic.

Sub-headline: Policy Statement:

Pay Scale Equity: JUC maintains a pay scale system that emphasizes fairness and transparency. We ensure that our employees’ compensation is determined based on factors such as skills, qualifications, experience, and performance, without any discrimination or bias.

Gender Pay Gap Measurement: JUC acknowledges the significance of identifying and addressing gender pay gaps. We conduct regular assessments to measure and analyze any disparities in pay between male and female employees. These measurements include an evaluation of job roles, levels, and seniority to ensure an accurate assessment of gender pay gaps.

Elimination of Gender Pay Gaps: Upon identifying any gender pay gaps, JUC is committed to taking immediate action to rectify and eliminate them. We will implement appropriate strategies to close the gaps, which may include salary adjustments, benefits enhancements, and targeted career development opportunities. Our goal is to ensure equal compensation for equal work.

Transparency and Accountability: JUC values transparency and accountability in our compensation practices. We communicate openly with our employees about our pay scale structure, ensuring that they understand how their compensation is determined. Additionally, we provide channels for employees to address any concerns or inquiries related to pay equity.

Continuous Improvement: We recognize that achieving pay scale equity and eliminating gender pay gaps is an ongoing effort. JUC will continuously evaluate our pay policies and practices to ensure they align with our commitment to equality. We will adapt and improve our strategies as needed to make progress towards our goal of equitable compensation.

By implementing this policy, JUC affirms its dedication to fair pay practices and the elimination of gender pay gaps. We strive to foster a workplace where all employees are valued and compensated equitably for their contributions. This policy demonstrates our commitment to creating an inclusive and supportive work environment.

Employment Pay Scale for Gender Equity


Appeal Process

The appeal process covers employee rights and pay-related matters, including but not limited to disputes regarding wages, salary adjustments, promotions, job classifications, and other employment-related issues.

Informal Resolution: JUC encourages employees to initially seek informal resolution by discussing their concerns with their immediate supervisor or the HR department. We believe in open communication and aim to address concerns promptly and fairly.

Formal Appeal Procedure: If an employee is dissatisfied with the outcome of the informal resolution or prefers to proceed directly to a formal appeal, they may submit a written appeal to the designated appeal authority within the organization. The written appeal should clearly outline the issue, supporting facts, and desired resolution.

Appeal Review Process: The designated appeal authority, typically a dedicated appeals committee or an appropriate managerial representative, will conduct a thorough and impartial review of the appeal. They will consider all relevant information, including documents, testimonies, and any other evidence provided by the employee and the involved parties.

Timely Response: JUC is committed to providing timely responses to employee appeals. We strive to complete the appeal review process within a reasonable timeframe while ensuring a comprehensive evaluation of the matter. The employee will be informed of the outcome of their appeal in writing.

Confidentiality and Non-Retaliation: JUC guarantees confidentiality throughout the appeal process to protect the privacy and rights of all parties involved. We strictly prohibit any form of retaliation against employees who exercise their right to appeal. Retaliation will be treated as a separate violation and subject to disciplinary action.

Final Decision: The decision reached through the appeal process will be considered final and binding, providing a resolution to the employee’s concerns within the scope of the policy.

JUC’s Employment Practice Appeal Process provides employees with a fair and structured mechanism to address concerns regarding their employee rights and pay. We are committed to upholding transparency, accountability, and fairness in all aspects of our employment practices. This process ensures that employees have access to a formal avenue for resolution, promoting a harmonious and supportive work environment.