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SDG 8 : Decent Work and Economic Growth
Decent Work and Economic Growth (SDG 8)8.2 Employment practice
8.2.1 - Does your university pay all employees at least the national living wage (or provide evidence that the university's living wage is set based on the local poverty index for a family of four, calculated hourly)? National Formosa University (NFU) committed and fully implemented the living wage requirement of SDG 8.2.1 Employment Practice in 2024, ensuring that all faculty, staff, and permanent outsourced personnel receive compensation at least above the statutory minimum wage. The core policy is NFU's Work Rules for Contract Personnel, Article 12, Paragraph 2, which ensures wages are set according to government regulations and are not lower than the statutory minimum wage. The University's total expenditure on personnel in the 2024 final account reached NT$1,036,044,048. All staff categories (341 official teachers, 108 internal staff/workers, and approximately 1,276 hourly or contract staff) are paid above the domestic statutory minimum wage level. For outsourced personnel (at least 44 permanent outsourced cleaning and security staff in 2024), contracts explicitly require a salary of at least NT$30,000 per month if paid monthly, which is higher than the statutory minimum wage. All evidence is publicly disclosed on the Personnel Office website.
8.2.2 - Does your university recognize unions for all employees (including female and international employees)? National Formosa University formally recognizes the right to association and labor rights for all personnel (including female and international employees), fulfilling the functions of union representation through legal mechanisms. As a public university, NFU adheres to superior laws such as the Public Servant Association Act and the Teacher Act. NFU maintains a three-tiered system: 1) The legally registered Yunlin County National Formosa University Teachers' Association (a legal entity) for full-time faculty. 2) Civil service administrative staff participate in the MOE Public Servant Association (a national organization). 3) Contract and non-civil servant personnel utilize the statutory Labour-Management Meeting platform, regularly convened by the Personnel Office to discuss wages and benefits. This multi-layered structure ensures collective bargaining and representation. Relevant regulations, the Teachers' Association charter, and records of the Labour-Management Meeting are publicly accessible via the Personnel Office website and the Sustainability section.
8.2.3 - Does your university have a policy to end workplace discrimination (including discrimination based on religion, sexual orientation, gender, and age)? Policy Creation Year: 2024 Policy Review Year: 2024 National Formosa University has formally enacted and implemented a policy to end workplace discrimination. Core policies, such as the NFU Guidelines for the Prevention and Handling of Workplace Sexual Harassment and Gender Discrimination, were formally implemented on October 8, 2024. The anti-discrimination policy system prohibits discrimination based on at least seven categories, including religion, sexual orientation, gender, age, disability, race, and marital status. All relevant regulations and appeal channels are publicly disclosed on the Personnel Office website. Anti-discrimination and gender equality content are explicitly included in the 2024 new faculty and staff induction training.
8.2.4 - Does your university have a policy commitment against forced labor, modern slavery, human trafficking, and child labor? Policy Creation Year: 2006 Policy Review Year: 2023 NFU maintains a firm commitment against forced labor, modern slavery, human trafficking, and child labor. This commitment is formalized through internal regulations and, crucially, in the external Labor Procurement Contracts. The contract explicitly prohibits the employment of child labor and illegal foreign workers. Furthermore, contractors are required not to violate the Human Trafficking Prevention Act. The most recent review date (2023) aligns with the latest revision of the procurement contract. This policy safeguards the rights of at least 35 outsourced workers. Evidence of the policy is publicly available via the General Affairs Office website.
8.2.5 - Does your university have a policy that guarantees equal rights for employees when outsourcing activities to third parties? Policy Creation Year: 2021 Policy Review Year: 2023 NFU has a formal policy to guarantee equal rights for outsourced employees, primarily outlined in the NFU Labor Procurement Contract, Article 8, Section 16. The policy guarantees that monthly wages for full-time outsourced laborers must be at least NT$30,000 (or the statutory minimum wage). If a vendor defaults, the University reserves the right to directly disburse payment to the outsourced laborers. Rights such as special leave and annual leave are calculated based on cumulative service years, starting from the first day of work at NFU. All labor conditions must comply with national labor laws. Internal appeal channels are provided and publicized for outsourced laborers.
8.2.6 - Does your university have a pay equity policy, committing to measuring and eliminating the gender pay gap? Policy Creation Year: 2008 Policy Review Year: 2024 NFU maintains a pay equity policy, committing to measuring and eliminating the gender pay gap. This commitment is formalized in documents like the Work Rules for Contract Personnel. The policy mandates measuring the salary structure annually; for instance, the ratio between the highest-paid position (President) and the lowest-paid full-time contract staff is monitored and calculated to be approximately 15:1. The policy review and revision of salary tables were approved in 2024 by the relevant governance bodies. All salary structure documents are publicly disclosed on the Personnel Office website.
8.2.7 - Does your university measure/track gender fairness in pay grades? National Formosa University fully implements a tracking system for gender pay fairness. The institutional principle is "Equal Pay for Equal Work, Gender Equity". Measurement and tracking are conducted annually by the Personnel Office and the Institutional Research (IR) Office. They quantify the difference in average and median salaries between genders, cross-analyzing data by rank, job type, and seniority. The analysis confirms that any salary difference is primarily due to job distribution and rank, rather than gender factors. Salary standard tables and the results of the gender pay equity analysis are publicly disclosed on the Personnel Office website.
8.2.8 - Does your university have procedures for employees to raise complaints about their rights and/or compensation? National Formosa University has robust and institutionalized procedures for employee complaints regarding rights and compensation, established since 2006. The core regulations include the Organizational and Review Guidelines for the Faculty Grievance Committee and the Staff Grievance Committee. The scope of complaints covers administrative measures, management actions, salary, and working conditions. External legal experts are appointed to the committees to ensure impartiality. All relevant regulations, flowcharts, forms, and committee member lists are 100% publicly disclosed on the Personnel Office website.
8.2.9 - Does your university recognize labor rights (freedom of association, collective bargaining applicable to all, including female and international employees)? National Formosa University firmly recognizes and protects the labor rights of all employees (including female and international personnel), particularly the freedom of association and collective bargaining. The institutional framework is based on domestic labor laws and ILO core principles. NFU recognizes the legal status of the Teachers' Association and maintains institutionalized labor consultation channels, such as regular negotiations on salary and working conditions. Records of the Labour-Management Meeting are publicly announced to ensure transparent governance. Furthermore, outsourced labor contracts ensure that workers' salaries are at least NT$30,000/month or not less than the statutory minimum wage. All policies and regulations supporting labor rights are publicly accessible on the official university website.
8.3 Expenditure per employee
8.3.1 Total number of employees: 779
8.3.3 Number of academic staff: 365
8.3.2 University expenditure (TWD): 2,379,719,518
8.4 Proportion of students taking work placements
8.4.1 Total number of students: 11694
8.4.2 Number of students taking placements longer than one month: 2003
8.5 Proportion of employees on secure contracts
8.5.1 Total number of employees: 779
8.5.2 Number of employees on contracts longer than 24 months: 448
