SDG 8: Decent Work and Economic Growth in Bahrain and the Ministry of Law’s Role

 

Sustainable Development Goal 8 (SDG 8) promotes inclusive and sustainable economic growth, full and productive employment, and decent work for all. Bahrain is committed to achieving these objectives, focusing on creating job opportunities, ensuring fair labor practices, and fostering a competitive, diversified economy. The Ministry of Labour and the Ministry of Justice, Islamic Affairs, and Endowments play pivotal roles in advancing SDG 8 through labor laws, economic policies, and regulations that protect workers’ rights.

 

Key government initiatives supporting SDG 8 in Bahrain include:

 

Labor Law Reforms: The Ministry of Labour has implemented reforms to enhance labor rights and promote decent work conditions. Bahrain’s labor laws ensure that employees receive fair wages, regulated working hours, and safe working environments. These laws apply across various sectors, including the private sector, and aim to safeguard the welfare of all workers, both citizens and expatriates.

 

Unemployment Support Programs: Bahrain has established social security programs and unemployment benefits for citizens, particularly those facing job loss. The unemployment insurance system provides temporary financial support and training opportunities, helping individuals regain employment and maintain financial stability. This aligns with SDG 8’s aim to provide social protection and sustainable employment options.

 

National Employment Program: This government initiative encourages the employment of Bahraini citizens in the private sector, providing financial incentives to businesses that hire locals. Training and upskilling programs support job readiness, helping citizens acquire the skills necessary to meet the demands of a changing labor market.

 

Entrepreneurship and SME Support: The government actively promotes entrepreneurship and supports small and medium enterprises (SMEs) to stimulate economic growth. Programs offered through Tamkeen (Labour Fund) provide grants, training, and mentorship for entrepreneurs, particularly targeting young Bahrainis and women. This initiative supports economic diversity and creates new job opportunities.

 

Protection of Worker Rights and Inspections: The Ministry of Labour conducts regular inspections to ensure compliance with labor laws, including fair treatment, non-discrimination, and health and safety regulations. Mechanisms are in place for workers to report violations, and the government provides legal aid for workers facing workplace disputes.

 

Through these efforts, Bahrain’s government, in collaboration with the Ministry of Labour, supports decent work and economic growth by ensuring fair labor practices, promoting inclusive employment opportunities, and encouraging a diversified economy.

 

SDG 8 at Ahlia University: Protecting Employee Rights and Promoting Decent Work

 

Ahlia University in Bahrain actively supports SDG 8 by fostering a fair and supportive work environment for its faculty and staff. The university is committed to providing decent work conditions, protecting employee rights, and promoting professional growth, aligning with SDG 8’s principles of fair employment and economic inclusion.

 

Fair Employment Practices: Ahlia University ensures that all employees have contracts that outline fair wages, working hours, and benefits, in line with Bahrain’s labor laws. The university provides competitive salaries and benefits packages, helping to attract and retain talented staff while ensuring that employment terms are transparent and equitable.

 

Non-Discrimination and Equal Opportunity: Ahlia University promotes an inclusive work environment that respects diversity and provides equal opportunities for all employees, regardless of gender, nationality, or background. The university has policies that prevent discrimination in hiring, promotions, and professional development, fostering a supportive and inclusive workplace.

 

Health and Safety Standards: Employee well-being is a priority at Ahlia University, which adheres to health and safety standards on campus. The university provides a safe working environment, ensuring that all staff members have access to necessary resources and protocols to protect their health and safety while at work.

 

Professional Development and Growth Opportunities: Ahlia University supports the career growth of its employees by offering ongoing training and development programs. Faculty and staff have access to workshops, courses, and conferences that allow them to build their skills and advance professionally. By investing in its employees, Ahlia University contributes to both individual career growth and organizational success.

 

Employee Rights and Grievance Mechanisms: Ahlia University has systems in place to address any workplace grievances or issues. Employees can report workplace concerns, including unfair treatment, harassment, or safety issues, through established channels. The university ensures confidentiality and a fair review process, fostering a transparent and respectful work culture.

 

Through these practices, Ahlia University upholds the principles of SDG 8 by providing a fair, supportive, and growth-oriented workplace. The university’s commitment to employee rights and well-being reflects its dedication to promoting decent work and supporting Bahrain’s national objectives for inclusive and sustainable economic growth.

 

COMPENSATION AND BENEFITS

https://www.ahlia.edu.bh/human-resources-directorate/

Salary Policy

○ The ’basic salary’ consists of a monthly remuneration paid to Ahlia employee for their work, excluding allowances, air ticket allowance, payables for overtime, bonus, commissions, incentives, and other payables. This excludes deductions made in respect of financial assistance, advances, and securities.

○ Ahlia salary components shall have a basic salary component. Basic salary is a fixed component of the total compensation package.

○ An employee's salary may be increased, based on results of a performance appraisal, a promotion, or an exception approved by the President.

○ Ahlia shall set level of compensation for each employee based exclusively on their job grade. Any salary uplifts over the maximum salary applicable for the grade requires approval of the President, irrespective of the percentage of uplift.

○ The salary scale shall be reviewed annually or as and when required, by Ahlia management in accordance with the market demand, in order to be aligned with salaries offered in the local and regional market and to retain key employees of Ahlia and to fairly compensate the new recruits. Amendments made to the salary scales do not imply an immediate increase in the employee's actual salaries.

○ Ahlia employees shall be eligible for Ahlia allowances and benefits following satisfactory completion of the employee’s probation period.

○ If an employee is promoted, the difference between the allowance amounts shall be paid in accordance with the scale for their new position/grade effective from the date of promotion notification.

○ An individual’s level of responsibility is derived from their job description. Thus, it is imperative to understand one’s strategic and operational roles and responsibilities. However, Ahlia may assign additional responsibilities from time to time in line with function operational objectives.

○ Ahlia shall consider following point while determining the employee’s salary:

♦ Clearly defined responsibilities and expectations of each position.

♦ Ensure a consistent compensation and benefits structure continues to exist throughout Ahlia.

♦ Retain the competitive compensation and benefit structure comparable to similar organizations.

♦ Provide a competitive compensation and benefits package to all employees fully, accurately and on time.

♦ Revisit the compensation and benefit structure on a short to long term basis to ensure alignment with the market trends.

♦ Provide performance incentives based on performance and overall contribution in achieving operational objectives.

○ The salaries shall exclude any reimbursement of expenses that have been incurred by employees during the course of operational.

○ An employee proceeding on contractual leave shall be paid salary in advance for the leave period.

○ Ahlia shall provide monthly salary slip reflecting all the transactions on employee request. The salary slip shall reflect all the transactions affecting an employee’s monthly salary.

 

Fixed Salary

○ Fixed Salary is the monetary compensation provided by Ahlia for an employee’s work effort as agreed in the employment contract. Any amendments to the employee salary from time to time by Ahlia in the form of increments or other salary adjustments approved by President shall be through Ahlia official notification and duly recorded on a Change of Status form.

○ Fixed salary is the composition of the monthly basic salary, housing, and transportation allowances.

○ The salary scale depicts the minimum, median (midpoint), and maximum levels of the basic salary and allowances.

○ The decision to provide the incumbent with the minimum, median, or maximum of the job grade’s basic salary in accordance to the employee's fitment into entry, competent, and experienced levels is that of the concerned Dean/Director in coordination with the President.

 

Principle 3: Fairness

https://www.ahlia.edu.bh/cms4/wp-content/uploads/2021/10/Staff-Handbook_June2021_WEB_4.pdf

 

○ Definition

♦ Fairness refers to the equitable treatment of different people, or groups, conforming to a consistent set of standards. Employees are entitled to expect fair treatment at Ahlia and are expected to treat others fairly. That also requires employees to conduct Ahlia operational so that Ahlia reputation for fair dealings is sustained and enhanced.

○ Key Areas

♦ Employees

’ Ahlia strives to treat its employees fairly by maintaining a healthy, safe and productive work environment which is free from discrimination or harassment based on any other factor that is unrelated to Ahlia legitimate operational interests. Ahlia shall not tolerate sexual advances, actions or comments or racial or religious slurs, jokes or any other comments or conduct in the workplace that creates, encourages or permits an offensive, intimidating or inappropriate work environment.

♦ Business Alliance/Partners

’ Ahlia shall form many business alliances with JV partners, affiliates/ associates and other investments. Some relationships may be highly contractual, exclusive bond in which both entities commit to certain activities or alternatively, it may be very loose arrangement designed largely for operational needs to overcome competition. In all types of partnerships Ahlia shall explicitly lay its intentions and objectives for partnering and treat all partners fairly and work collaboratively in all its operational activities.

♦ Suppliers

’ Ahlia weighs the facts impartially to determine the best supplier in deciding among competing suppliers. Employees and BoD members follow this principle whether they are in a purchasing job, a decision making committee or any other part of the operational. The objectiveness and unbiased supplier evaluation is applicable regardless of the value of the contract or purchase under consideration. Ahlia uses a competitive evaluation process to select the best suppliers and contractors.

’ Whether or not an employee is in a position to influence decisions involving the evaluation or selection of suppliers, one must not exert or attempt to exert influence to obtain "special treatment" for a particular supplier, or contractor. Prices and other information submitted by suppliers and Ahlia evaluation of that information are confidential to Ahlia. Employees and former employees may not use any of this information without written permission from the management.

♦ Customers

’ Ahlia shall treat all its external customers with respect and in good faith. All the customers and potential customers shall be treated equitably regardless of their length of relationship, value of operational, size and nature of entity or individual etc. Customer feedback is encouraged. Complaints and grievances shall be dealt with care and in confidence ensuring fast response. ○ General Guidelines to Employees

♦ All employees shall be aware of the following facts regarding the discussed key areas under Fairness:

♦ Avoid Unethical/ Illegal Activities

’ The acceptance and payments of bribes or facilitating payments such as gifts, fees, favours and other advantages is not allowed under any circumstance.

♦ Avoid Favourable Treatment

’ Employees in a position of selecting contractors, vendors and other suppliers need to act in a fair and consistent manner. In no situation is it acceptable that a person in such a position has a relationship with such a party beyond normal operational relationships.

♦ Treat Others Fairly and with Respect

’ Employees are required to treat each other with respect and professionalism. Discrimination in all instances is prohibited. Employee who supervises others are expected to ensure that work related decisions regarding work allocation, compensation, performance evaluations or the administration of Ahlia benefits are based on principles of fairness, equity and equality. Policies and procedures have been developed to guide employees in the conduct of their related roles and responsibilities.

 

Equity and diversity policy of Ahlia University

https://www.ahlia.edu.bh/cms4/wp-content/uploads/2017/08/Equity-and-diversity-policy-of-Ahlia-University.pdf

 

As a higher educational institution Ahlia University is committed to maintain equity amongst its diverse community of students, faculty and staff. The University ensures that all members of the university community are treated equitably and with respect in accordance with the following definitions:

Diversity:

Appreciation and acknowledgement of differences amongst the members of the university community that promote acceptance and belonging, regardless of factors that span age, color, disability, employment status, ethnic or national origins, language, family status, marital status, race, religious or spiritual belief, gender, socio-economic circumstances, and taste.

Equity:

A standard of treatment of people that involves reasonable efforts to ensure fairness in decisions impacting all members of the university community. However, equitable treatment does not necessary mean equal treatment as a range of interests impacting all parties need be balanced.

I.                   Equity and diversity among the student body is as follows:

Ahlia University believes that all students, regardless of color, race, religion, and physical or learning disability, have the right to the best education. Admission to Ahlia University is selective based on prior academic achievement. The most qualified candidates -- regardless of race, color, gender, religion, nationality, sect or disability -- will be selected to fill the available places. In the course of student participation in the educational life at the university, academic and non-academic, Ahlia University is committed to a discrimination-free learnıng environment for all students -- regardless of race, color, gender, religion, nationality, sect or disability -- . based on principles of fairness and equity.

II.                Equity and diversity among staff is as follows:

Ahlia strives to treat its staff fairly by maintaining a healthy, safe and productive work environment which is free from discrimination based on any other factor that is unrelated to Ahlia legitimate interests. Ahlia shall not tolerate any offensive, intimidating or inappropriate statements or behavior undermining equity ın the work environment. Harassment in all its manifestations is prohibited. Committed to applying an effective recruitment policy that is based on the principles of equity and fairness, and equal employment opportunity, Ahlia shall ensure to identify, efficiently and effectively, the right candidates for vacancies in Ahlia and recruitment shall be based on qualifications, experience, and merit. Supervisors and managers are expected to ensure that work-related decisions regarding task allocation, compensation, performance evaluations, the administration of Ahlia benefits et. al. reflect principles of fairness and equity.

The University mandates that members of the University community pay heed to applicable codes of conduct as well as to the University’s Anti-Harassment Policy

 

Appeal

Employee Relations and Disciplinary Codes.pdf attached in the evidence file

Ahlia's policy encompasses the establishment of a structured salary scale for all positions within various employee grades. This approach ensures that our compensation packages remain competitive, aiming to both attract and retain personnel of the requisite caliber to successfully fulfill Ahlia's operational objectives.

 

In line with our commitment to fair employee treatment, we acknowledge that every employee possesses the right to voice concerns and register grievances pertaining to their rights or compensation. This essential facet is an integral component of our comprehensive complaint management process, as defined in sub-section 10.4.1 "Grievance" within section 10, titled "Employee Relations and Disciplinary Codes."

 

Employees are encouraged to articulate their grievances or complaints in writing within ten (10) working days of an incident occurring or within ten (10) working days of becoming aware of the incident. Subsequently, employees should engage in a discussion with their respective Dean/Director to provide a detailed account of their complaint. The Dean/Director will make every effort to expeditiously resolve the issue.

 

Managers and Directorate Heads also have the option to request a reclassification of a job by submitting justifications and highlighting changes that have transpired in the role. The Human Resources Directorate will assess such requests, considering benchmark positions, increased responsibilities, market dynamics, internal equity, and the affected employee's qualifications, seniority, experience, and new level of responsibility. Upon completing the evaluation, the Human Resources Directorate will present the findings to the relevant Vice President for discussion and approval by the President.

 

Should an employee remain dissatisfied with the response received from the Dean/Director or if the complaint remains unresolved, the employee is entitled to escalate the matter by submitting their grievance in writing to the Vice President. The Vice President will provide a written response within one (1) week of receiving the complaint.

 

Furthermore, if the employee's dissatisfaction persists or if the grievance remains unaddressed, the employee may escalate the matter further by submitting a written complaint to the President. The President will undertake a thorough investigation and verification process and respond within one (1) week of receiving the complaint.

 

The decision rendered by the President will be considered final in all matters pertaining to the grievance. We are committed to ensuring a fair and transparent process for addressing employee concerns and maintaining a harmonious work environment at Ahlia.

 

Ahlia policy includes setting a salary scale for all levels across the different employee grades, maintaining an equitable level to attract and retain staff of the caliber required to achieve Ahlia operational objectives.

 

The employee always has the right to appeal and complain about employee rights and/or pay. This is part of the complaint management process that is defined in sub-section 10.4.1 ’Grievance’ under section 10 ’Employee Relations and Disciplinary Codes.pdf’.

 

 

Every employee has the right to complain and lodge their grievance/ complaint in writing within ten (10) working days of an occurrence and/ or within ten (10) working days of the employee having reasonable knowledge of the occurrence. The employee shall speak to the Dean/Director and explain in detail their complaint. The Dean/Director shall try and resolve the complaint as promptly as possible. Managers/Directorate Heads may submit a request to the Human resources Directorate to reclassify a job giving justifications and changes that have incurred on the job. The Human Resources Directorate will study the request based on comparison with the benchmark jobs and the level of increased responsibility. Consideration will also be given to market factors, internal equity and the affected employee’s qualifications, seniority, experience, and a new level of responsibility. Once the Human Resource Directorate completes the study, the Directorate will submit it to the VP concerned in order to be discussed and approved by the President. Shall the employee not be satisfied by the Dean/Director's response or the complaint does not get resolved, the employee must submit to the Vice President in writing their grievance. The Vice President shall respond to the employee’s complaint in writing within one (1) week of receiving the complaint.

 

Furthermore, shall the employee not be satisfied with the response or the grievance persists, the employee must submit a complaint in writing to the President, who must respond after properly investigating and verifying within one (1) week of receiving the complaint.

 

The President shall personally meet with the employee concerned and settle the grievance within one (1) week of the complaint being referred. The decision by President shall be deemed as final.

 

 

 

 

Active Employees: Benefits

https://www.ahlia.edu.bh/active-employees-benefits/

This policy has been created in 2012 and is reviewed in 2017 (every 5 years).

 

Also, Ahlia University provides various types of benefits to the Academic Faculty and administrative employees as a supplement the pay package in certain instances, and to promote the principles of fairness and social obligations towards all categories of employees [3].

Car Parking:

’         Parking is provided in designated areas of the University’s parking premises.