Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all

Employment practice and policy

1. All staff and faculty is paid at least the living wage.

The Collective labour contract (art. 33), states that the remuneration of higher education staff is carried out in accordance with the legal provisions in force. The gross salary includes the basic salary, allowances, bonuses, prizes, compensations as well as other monetary rights corresponding to each category of personnel, according to Law no. 153/2017, with subsequent amendments and completions. As a consequence, the employer cannot set salaries below the minimum basic salary provided by the law. 

In addition, employees who do not have a place of residence in the place where they are employed may be granted financial assistance to reimburse transport costs (the Collective labour contract art. 36(8)).

ASE may grant, for all categories of staff, from its own income, several types of financial aids, such as funeral aids, aids for serious and incurable diseases, aids for medical devices, aids for childbirth, aids for product losses in their own households as a result of natural disasters, non-taxable aid (the Collective labour contract art. 36(9)).

2. ASE recognises unions and labour rights (freedom of association and collective bargaining)

The employees have the right to form or to join a trade union, as stated in the Collective labour contract (art. 3(3) & 3(7)): the employer recognizes the free exercise of trade union rights, the freedom of opinion of each employee; all employees are entitled to equal pay in relation to the work done, the right to collective bargaining, the right to protection of personal data, and the right to protection against unlawful dismissals. Moreover, it is forbidden to dismiss employees on the basis of membership or trade union activity or due to exercising, in accordance with the law, the right to strike and trade union rights (article 67(1)).

The Internal Regulation (article 15(12) also states the right to form or to join a trade union. 

3. ASE does not tolerate discrimination in the workplace (including discrimination based on religion, sexuality, gender, age). According to the Internal Regulation (articles 7 and 22): within ASE, any form of discrimination is prohibited based on: gender, sexual orientation, genetic characteristics, age, nationality, race, colour, ethnicity, religion, political option, social origin, disability, family status or responsibility, union activity.

4. ASE made a commitment to no forced labour, no modern slavery and no human trafficking, and no child labour. The Internal Regulation (article 15(1-6)) states the right to daily weekly rest; annual leave; equal opportunities and treatment; dignity in work; safety and health at work.

5. ASE guarantees equivalent rights of workers, including in situations of outsourcing activities to third parties. Teaching staff, teaching assistants, non-teaching staff and research staff integrated in departments, sent by ASE to training activities or scientific events, may benefit from the rights provided by law for staff on the go, as well as payment participation fee, within the limits of the budgetary funds allocated to these activities and from other sources, including scientific research contracts or sponsorships. (Collective labour contract, art. 37(7))

Depending on the specifics of the work, mobility and confidentiality salary increases may be granted at the level of the institution, in accordance with the law. (art. 35(5)).

Employees who participate in internships or professional training courses, which involve partial or total retirement, benefit from the salary rights provided by art. 197 of the Labour Code and they have the obligations provided by art. 198 of the Labour Code. In case of total dismissal, the individual employment contract of the employee may be suspended, he benefiting, during the professional training courses / internships, from all the salary rights due to him. The period when employees participate in professional training courses / internships with partial / total retirement is seniority in work / education / department (Internal Regulation, article 19).

6. ASE ensures pay scale equity. The Internal regulation (article 15(4)) states the right to equal opportunities and treatment; the same is stated in the Collective labour contract. The measures for the promotion of equal opportunities between women and men for the elimination of direct and indirect discrimination on the grounds of sex are applied in accordance with the provisions of Law no. 202/2002 on equal opportunities between women and men, republished, amended and supplemented. Moreover, ASE is obliged to ensure equal opportunities and treatment between employees, women and men, in employment relationships of any kind (Internal Regulation, articles 23 and 24).

7. As regards measuring/tracking pay scale gender equity, Employees with managerial positions have the obligation to ensure equal opportunities and treatment regarding the development of careers for subordinate employees. Employees with management positions are required to examine and apply objectively the criteria for assessing professional skills for subordinate employees when proposing or approving advances, promotions, transfers, releases from positions, or granting moral awards or incentives, excluding any form of favouritism or discrimination (Internal Regulation, article 27(1,2)).  

8. ASE has a process for employees to appeal on employee rights and/or pay. If they consider themselves discriminated against, employees can make complaints, notifications or complaints to the employer (Internal Regulation, article 26).

9. ASE has a Code of University Ethics and Deontology, through which the values of academic freedom, university autonomy and ethical integrity are defended. The violations of the principles and values are monitored by the University Ethics and Deontology Commission.

The University Ethics and Deontology Commission confidentially deals with different types of complaints. If the complaint has not been resolved at ASE level, the employee who is considered to be discriminated against has the right to apply to the competent court.

ASE has launched a report on the quality assurance for the students and the staff, in which details regarding the smooth running of activities inside the university are mentioned and assessed.  In addition, surveys on the satisfaction of the employees are developed on a recurrent basis, the last report assessing the situation in 2021 (Details here: p. 178).

Starting with 2021, ASE is working for the development of a strategy that targets gender equality, equity, diversity and inclusion.