Does your university as a body pay all staff and faculty at least the living wage, defined as the local “living wage” (if government defines this) or the local poverty indicator for a family of four (expressed as an hourly wage)?

Policy Title:	5.c Compensation and Benefits Policy (CBP)
Policy Number:	FS-PO-5C	Date Created:	12-08-2008
Responsible:	Director of Human Resource & Admin	Approved by:	Board of Trustees

Purpose

The purpose of this policy is to provide details of compensations and benefits of CUD employees.

Scope

This policy applies to all full-time employees and visiting faculty members.

Policy Statement

Sponsored employees and their eligible dependents are entitled to monthly benefits as per their salary grades and marital status.
All allowances are subject to modification or withdrawal according to prevailing circumstances and policies as determined by the Board and President.
All benefits eligibility and amounts are contained in the Benefits Matrix, Appendix “A” and are applicable as per the Employee’s grade assigned.
Visiting faculty do not qualify for:
- End of service Gratuity
- Paid summer vacation
- Visiting faculty will receive no benefits for family.
- Housing Allowance
- Education and Furniture Allowance
Part time faculty are contracted on an hourly basis and do not qualify for any benefits.

Basic Salary

Faculty will receive a normal basic salary as per the approved salary scale of the University. Basic salary is fixed in terms of the contract for the duration of the contract.
Visiting Faculty will receive a normal basic salary as per the approved salary scale of the University.
Part-time Faculty will receive are contracted on an hourly basis and will re remunerated as per the approved scale for Part-time faculty.
Full Time Faculty members who hold rare terminal degrees and are employed on a permanent basis with the University, may be granted a higher step of base pay within the job band, rest of the terms of employment contract will remain unchanged.

Housing / Housing Allowance

The Housing Facility or Allowance is offered in accordance with the University’s policy and is specifically stated in the employee’s contract of employment. Emirates nationals are not eligible for this housing allowance.
Employees are entitled to monthly Housing Allowance as per their salary grade.
Employees hired from overseas will be placed in a furnished accommodation for an initial period of 4 weeks excluding food, telephone and other expenses. During the period of their stay in University provided Accommodation, Employees are not entitled to receive housing allowance. The university is responsible for the payment of utilities and other expenses for the accommodation.
Upon request of employees for the purpose of securing own accommodation, CUD will release the annual rent / HRA advance in 4 cheques. Cheques will be made payable to the landlord and not to the employee and released as per the schedule of payment to the landlord. The advance will be recovered from the employee’s salary in equal monthly installment. Employees are required to provide a written guarantee to the University that he / she will repay the outstanding balance should he / she leave the employment within the year of availing this advance.
The tenancy contract is between the employees and the landlord. Any surplus or additional fees to the rental cost to be met by the employee. Agent’s fees, utilities etc. will be the responsibility of the individual not the University.
Employees shall be responsible for settling any outstanding invoices on vacating accommodation.
In case of employment being terminated in accordance with the terms of employment contract prior to completion of one year in which an advance is availed, the university shall recover this amount from the employee on a pro-rata basis.

Housing for Visiting Faculty

The University will provide the visiting faculty with a furnished accommodation in compliance with the COVID-19 Protocols and Guidelines, alternatively visiting faculty can opt to receive an accommodation allowance, and the allowance will be calculated at a rate of 80% of the applicable approved rate in terms of the faculty rank/grade. Faculty members provided with the University Accommodation shall not be entitled to receive the monthly Housing Allowance.
The university is responsible for the payment of utilities and other expenses for the residence in university provided accommodation.

Transport Allowance

Eligible employees are entitled to Transport Allowance per month as per their salary grade. This allowance is intended to cover travel expense of reasonable duty travel within the UAE. This allowance also includes provisions towards the cost of insurance, maintenance and SALIK:
For business travel please refer to business travel policy on the e-portal.
In the event that Canadian University Dubai provides the employee with a company vehicle, the employee shall not be eligible to receive a transportation allowance.

Transportation for Visiting Faculty

Visiting faculty will be paid a monthly transportation allowance as per their corresponding salary grade. This allowance is intended for any reasonable duty travel within the UAE. This allowance also includes provisions towards the cost of insurance, maintenance and fuel.
In the event that visiting faculty is provided with a university vehicle, the visiting faculty shall not be eligible to receive a transportation allowance.

Furniture Support & Refurbishment Allowance

Canadian University Dubai will pay a one-off furniture allowance to eligible employees as per their grade eligibility upon successful completion of probation.
The furniture allowance is paid at a rate of 9,000 AED per annum payable on the anniversary date. The employee shall be required to sign an undertaking to repay the University the unwritten-off portion of the allowance in the event that the employment is terminated for whatsoever reason.
In case of employment being terminated in accordance with the terms of employment contract prior to completion of one year in which an advance is availed, the university shall recover this amount from the employee on a pro-rata basis.

Education Support Allowance

An education support allowance to eligible employees corresponding to their salary grade for up to a maximum of three (3) dependent children, who are attending full-time education at either a primary or secondary school in the UAE. Every school grade level will be covered once only in the course of the child’s education.
In the event that the school fees are lower than the allowance amount claimed, the balance may be applied towards the payment of fees for further children up to the Maximum benefit amount for 3 children.
This allowance covers the cost of registration, books, core tuition and transportation for schooling within the UAE only and is payable on a reimbursement basis on production of original receipts. The allowance shall be calculated on a pro-rated basis from the date of joining.
In the event that the employment is terminated in accordance with this Agreement after availing of this allowance, Canadian University Dubai shall recover any outstanding balance on a pro-rata basis from the employee’s final dues. The President may approve to exempt the employee from repaying the balance

Joining Ticket

The University shall provide one-way joining tickets from the point of departure to the UAE at the start of employment for employees hired from outside the country.
Ticket eligibility for employees and eligible dependents are based on employee grade.
The airline, route and class of travel shall be determined by the university.
Locally hired sponsored staff, (Visa transfers), and their dependents who are residents in UAE at the time of the employment offer will not be eligible for joining tickets.

Joining Ticket for Visiting Faculty

A joining and repatriation ticket will be provided by the University for Visiting Faculty hired overseas. Locally hired visiting faculty are not provided with a ticket. Ticket eligibility is based on employee grade and the employee canceling his/her & dependent visas and exiting the UAE. The ticket will be one-way.

Repatriation Ticket

Employees who leave the UAE, either due to end of employment or non-disciplinary dismissal, and their eligible dependents, shall be entitled to a repatriation ticket as part of their final settlement. Ticket eligibility is based on employee grade and the employee canceling his/her & dependent visas and exiting the UAE. The ticket will be one-way. No such provision shall apply in case of an employment visa transfer as per UAE Labor Law
In the case of employment being terminated as a result of employee’s resignation within the probationary period, the University shall not be liable for repatriation ticket or cash equivalent amount.

Repatriation Ticket for Visiting Faculty

A repatriation ticket will be provided by the University for Visiting Faculty hired overseas. Locally hired visiting faculties are not provided with a ticket. The repatriation ticket may be used at the end of the contract. Ticket eligibility is based on employee grade and the employee canceling his/her & dependent visas and exiting the UAE. The ticket will be one-way. No such provision shall apply in case of an employment visa transfer as per UAE Labor Law

Joining/Repatriation Allowance

Eligible employees in terms of their salary grade, recruited from abroad are eligible for relocation assistance for shipment of their household and personal effects. Canadian University Dubai shall reimburse the cost of unaccompanied baggage, storage expenses up to a maximum of one month(s) basic salary upon joining / repatriation of the employee. This allowance can be claimed against expenses relating to packing, transportation, export, declaration charges, and agent handling fees, port terminal handling, bill of lading fees, sea / air freight charges, destination port dues, destination custom clearance, and destination onward delivery. The allowance shall not cover any costs towards travel insurance, duties, demurrage, fines and taxes.
For new hires, this benefit shall be extended to overseas recruits and may be availed within six (6) months from the Joining Date. The Employee is required to submit three quotations to Canadian University Dubai for approval of the final provider within the overall limits specified above by the Director of Human Resource.
This benefit shall be extended to all eligible employees at the time of repatriation on visa cancellation subject to the employee exiting the country. The repatriation benefits would not be applicable in case of visa transfer. All relocation quotations and arrangements will be prepared by CUD directly with the preferred service provider.
In the event that the employment is terminated within six (6) months of service, Canadian University Dubai shall recover in full any amounts paid towards relocation expenses from the employee at the time of leaving. Canadian University Dubai shall also not be liable to make any payments towards expenses relating to repatriation should the employment be terminated in accordance with this agreement within six (6) months of service.

Settling-in Advance

On arrival in the UAE at the start of employment, new recruited overseas employees may request a settling-in advance from the University as per the approval of the Director of Human Resource. CUD will make an advance payment as follows:
- Overseas recruits: up to 1 month salary to be deducted over 3 months
- Local recruits: up to half a month to be deducted over 2 month
- Maximum deduction to the limit of 50% of gross monthly salary

Annual Vacation Ticket

Unless stated otherwise in their contracts, eligible non-UAE National employees, and their eligible dependents, shall be entitled annual air tickets (as cash-in-lieu) as outlined below. Ticket eligibility is based on employee salary grade.
Annually in May of each year the University obtains corporate airfare rates based on the average fares from travel agencies to be fixed for the duration of the next year. The average calculation will be based on two-way ticket value.
Employees are paid their eligible rate and class applicable to the nearest international airport in their country of origin and may request this payment once per anniversary year of service after their probation confirmation and thereafter at the beginning of each anniversary year. If the travel destination is beyond the international airport closest to the employee’s hometown, the difference in airfare between that destination and airport city will be borne by the employee.
The city or country of residence shall be specified in the contract at the start of employment and is determined by the passport in which the UAE residence visa stamp is stamped for the employee.
In the case of employment being terminated in accordance with the terms of employment contract prior to completion of the year in which an advance annual leave ticket is availed, the University shall recover this amount from the employee on a pro-rated basis.
Payments shall be made on the salary payment of the same month if the request was submitted before the 15^th of the month, in case it is later that the 15^th it will be paid in the following month’s salary payment.

Medical and Life Insurance

Provisions will be made to cover medical insurance for eligible employees and eligible dependents as per the University’s policy through a third party.
The University will cover Maternity (In-Patient and Out-Patient) benefit to female employees and spouses of employees upon completion of probationary period. The reimbursement limit is AED 15,000. This will include visits & delivery and be reimbursed at actual by CUD.
Provisions will also be made to cover life insurance for employees only.

Medical and Life Insurance for Visiting Faculty

Visiting faculty will be provided health and life cover through authorized Insurance providers for self only.

Visa

When a faculty candidate has accepted the letter of offer, a visa to the United Arab Emirates is granted along with a ticket from the home country at the commencement of the contract (if recruited from abroad). If recruited locally, the appropriate visa changes will be initiated.
The university will issue visa/residency to the employee. Costs of medical screening for immigration purposes, visa issuance, visa cost and Emirates ID are borne by the university as per employee eligibility.
For dependents, Costs of medical screening for immigration purposes, visa issuance, and visa cost are borne by the university as per employee eligibility. Emirates ID cost for dependents are paid by the employee.

Visa for Visiting Faculty

The university will provide visiting faculty an employment visa for the period of contract.

Death Benefit

In the event of the death of an employee member, the dependent family members or legal beneficiaries of the employee member as specified in the employment contract shall receive the salary for the month during which the death occurred together with the benefits as per the current Life Assurance Policy of Canadian University Dubai.
CUD shall meet the cost of embalming and repatriating the body of the employee in addition to repatriating the members of the employee’s family and their personal effects. This is covered in the Life Assurance Policy of the CUD.

Duplication of Benefits

In case a husband and a wife both are appointed by CUD, the following policies shall apply in order to avoid duplication of benefits and allowances.

Education, Furniture, Joining and Repatriation, Annual Airfare, Settling-in Allowance shall be paid only to the employee earning the higher amount of allowance.
Housing allowance, shall be paid full to the employee earning the higher amount of allowance and the spouse employee earning the lower amount of allowance will be paid 50%
It is the obligation of the employee to inform the University of any duplication of benefits received. Failure to do so will result in the University retroactively recovering any outstanding amounts and possible disciplinary action.

Taxation

It is very important that the employee recognize the fact that it is his/her sole responsibility for payment of any taxation incurred in his/her home country (country of origin).

Payment of salaries (wages)

Paying wages on the due date is the responsibility of every employer. Private sector employers should ensure to pay their staff’s salaries through the Wages Protection System to avoid penalties and fines.

Report unpaid or delayed salaries

For any concerns or complaints regarding the unpaid or delayed salaries, employees may contact Ministry of Human Resources and Emiratisation (MoHRE) or register a salary complaint.

Wages are paid in accordance to Ministerial Resolution No. 598 of 2022 Regarding Wages Protection System.

When should employers pay salaries?

The employee’s wages are due from the first day of the month following the expiry of the period for which the wages are specified in the employment contract.

If the period is not specified in the employment contract, the employee must be paid at least once a month.

The employer is in default of paying the wage if he does not pay it within the first 15 days after the due date, unless a shorter period has been agreed in the employment contract.

Minimum wages

There is no minimum salary stipulated in the UAE Labour Law, however it broadly mentions that salaries must cover basic needs of the employees.

How salaries should be paid?

All employers registered with Ministry of Human Resources and Emiratisation (MoHRE) must subscribe to the ‘Wages Protection System (WPS)’ and pay the wages to their employees through it, as per the due dates.

Under this system, salaries of employees will be transferred to their accounts in banks or financial institutions, which are authorised by Central Bank of the UAE to provide the service.

MoHRE does not process any transactions or deal with the owners of the companies that are not registered with the WPS until they register in the system.

Payment can be in Emirati Dirham, the national currency of the UAE or in any other currency, if it is agreed upon between both parties in the employment contract.

Penalties on companies failing to pay salaries

The table below lists penalties for companies failing to pay wages on the due dates:

New UAE Labour Law: When can my employer deduct my salary?

What is the maximum amount of salary that may be deducted?

Dubai: Have you taken loans from your employer or owe the company money due to any damages caused by you? If so, what is the maximum amount of money that the company can deduct from your salary?

The new UAE Labour Law, Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations, has a specific article – Article 25 – which stipulates the regulations that need to be followed in case an employee’s salary needs to be deducted.

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The law also puts a cap on the maximum amount of salary that may be deducted at 50 per cent, if an employee has multiple reasons for the wage to be deducted.

Here are the details of what the article states. It is important to note that the legislation will come into effect from February 2, 2022.

ARTICLE (25) DEDUCTION FROM THE WAGE

No deduction shall be made from the wage of the worker unless in the following cases:

Recovery of loans granted to the worker, up to the maximum monthly deduction from the worker’s wage stipulated in this Article, after the written consent of the worker, without any interests.
Reinstitution of overpayments made to the Worker, provided that no more than 20 per cent is deducted from the wage.
Payments deducted for the calculation of contribution to schemes, pensions and insurances, pursuant to the legislation in force in the UAE.
Worker’s contributions to a provident fund in the establishment or the loans due to the fund, as approved by the Ministry.
Payments towards any social project, privileges or other services provided by the employer and agreed by the Ministry, provided that the worker agrees in writing to contribute thereto.
Sums deducted from the worker against violations committed under the establishment’s sanctions bylaws approved by the Ministry, up to five per cent of the wage.
Debts due as a result of court order, up to one quarter of the Worker’s Wage, other than an awarded alimony, where it shall be permissible to deduct more than one quarter of the wage. In case of multiple debts, the amounts required to be paid shall be distributed on priority basis.
Amounts necessary for repair of any harm caused by the worker, as a result of his error or violation of employer’s instructions, and resulting in loss or destruction of, or damage to any tools, equipment, products or material belonging to the employer, provided that no more than five days’ wage are deducted per month, and no amount in excess of this shall be deducted unless with approval of the competent court.

2. If the reasons requiring deduction from salary are multiple, then, deduction may in no event exceed 50 per cent of the wage.

MINISTERIAL RESOLUTION NO.(598) OF 2022 CONCERNING THE WAGES

PROTECTION SYSTEM

The Minister of Human Resources & Emiratization Having perused:

Federal Law No. (1) of 1972 on the competencies of the Ministries and Powers of the Ministers and amendments thereof,
Federal Decree-Law No. (33) of 2021 concerning Regulation of Labor Relations and its Executive Regulations and its executive regulations issued pursuant to Cabinet Resolution No. (1) of 2022
Cabinet Resolution No. (21) of 2020 concerning service fees and administrative fines at the Ministry of Human Resources and Emiratization
Ministerial Resolution No. (43) of 2022 concerning the Wages Protection System
Ministerial Resolution No. (346) of 2022 concerning the amendment of certain provisions of Ministerial Resolution No. (43) of 2022 concerning the Wages Protection System
Ministerial Resolution No. (209) of 2022 concerning the classification of establishments under the third category
In pursuance of public interest

The Minister of Human Resources & Emiratization Having perused:

Federal Law No. (1) of 1972 on the competencies of the Ministries and Powers of the Ministers and amendments thereof,
Federal Decree-Law No. (33) of 2021 concerning Regulation of Labor Relations and its Executive Regulations and its executive regulations issued pursuant to Cabinet Resolution No. (1) of 2022
Cabinet Resolution No. (21) of 2020 concerning service fees and administrative fines at the Ministry of Human Resources and Emiratization
Ministerial Resolution No. (43) of 2022 concerning the Wages Protection System
Ministerial Resolution No. (346) of 2022 concerning the amendment of certain provisions of Ministerial Resolution No. (43) of 2022 concerning the Wages Protection System
Ministerial Resolution No. (209) of 2022 concerning the classification of establishments under the third category
In pursuance of public interest

Article (1)

In accordance with Article 16 of the Executive Regulations of the Federal Decree-Law No. 33 of 2021 referred to above, all establishments registered with the Ministry are required to pay their employees’ wages on the due date. Depending on the system in place, this could be accomplished through the Wages Protection System, or through any other system approved by the Ministry. Employees shall receive their wages on the first day of the month following the registered payday specified in the Employment Contract. A wage shall be paid at least once per month, if no such date is specified therein.

Employers who fail to pay wages to their employees within 15 days of the due date will be considered late, unless the Employment Contract provides otherwise.
Establishments must provide and submit all documentation required to prove the payment of wages.

Article (3)

This is without prejudice to the right of all employees to receive their agreed wages:

The establishment is considered compliant with wage payment requirements if more than 80 percent of the total wages of eligible employees are transferred according to their type of employment.
If a legal deduction has been made, the Employee is deemed to be a recipient of wage if 80 percent or more of the registered wage has been received, provided that evidence of such deduction is provided upon request.

Article (4)

This is not an official Translation An Employer who grants a leave without pay to an employee must notify the Ministry in accordance with the appropriate channels and procedures, stating the duration of the leave.

Article (5)

Wages Protection System (WPS) compliance requirements are not applicable to the following categories of employees:

Employees with wage-related labor complaints referred to the judiciary
Reported absconding employees
New employees, within thirty (30) days of the due date
Employees who receive unpaid leave during their leave period shall be exempt from this requirement, provided that supporting documentation is submitted to the Ministry.
Sailors working on board ships. Employers are responsible for submitting an application to the Ministry.
Foreign employees receiving wages outside of the country while working in foreign establishments or branches within the country, provided that the employee’s consent has been obtained and that the employer has submitted an application to the Ministry.

Article (6)

The following establishments are excluded from the Wage Protection System (WPS) requirements:

Fishing boats owned by nationals
Public taxis owned by nationals
Banks
Houses of worship (religious institutions) Article (7) A guide containing the procedures for implementing the provisions of this resolution shall be issued by the Undersecretary for Human Resources Affairs.

Article (8)

This is not an official Translation Ministerial Resolutions No. (43) and (346) of 2022 referred to are hereby repealed, in addition to any provisions inconsistent with those contained in this resolution.

Article (9)

This resolution shall be published in the Official Gazette and shall come into force from the date of its issuance.

FEDERAL DECREE-LAW NO.9 OF 2022 CONCERNING DOMESTIC WORKERS

Article 15

Remuneration

Monthly salaries are to be paid in UAE dirhams within a period not exceeding 10 days from its maturity date. The Ministry may establish the method it deems most appropriate in order to ensure the timely payment of wages.
Domestic workers are entitled to their wages as soon as they enter the state or change their status, and the payment of the wage must be confirmed by a written receipt, or any other means determined by the Ministry.

Article 16

Deductions

Deductions of not more than a quarter of the domestic worker’s pay shall be made for debts payable in execution of a court judgment.
If the domestic worker caused any loss, damage or destruction to any tools, machines, equipment or products owned by the employer, kept in the custody of the worker or under his/her disposal, then the employer has the option to deduct from the worker’s pay the amount required for rectifying error or restoring the item to its original condition, this arrangement is subject to the consent of the domestic worker or approval of the Ministry if the worker declines. In such a case, the deduction cannot exceed one quarter of the domestic worker’s salary.

Article 17

Suspension of Remuneration

In the event that a domestic worker is imprisoned in provisional detention, his/her wages will be suspended for the duration of his confinement.
In the event that a criminal case is filed in response to the notification from the employer against the domestic worker, if the court issues a judgment releasing the worker from standing a trial or acquits him/her, his/her remuneration for the suspension period must be paid in full, however, if the domestic worker is indicted, such pay will be forfeited.
In the event that a criminal case is filed in response to the notification from a third party, and if a domestic worker is found guilty, his/her suspended wages will be forfeited, however, if the investigation is terminated, or if the worker is acquitted, the complainant shall be required to pay the worker his/her suspended wages, unless the domestic worker agrees with complainant otherwise.

CUD staff and administrative salary.

Canadian University Dubai has a salary scale that is described in the “Faculty Handbook”, this salary scale is based on the merits of each employee or staff member as well as the laws of the UAE. CUD ensures its employees total transparency in the calculation of salaries and without being based on discrimination, gender or a third condition.

Within the CUD Handbook, the terms and definitions of what is a basic salary at the University are specified and how the work evaluations are carried out by which the basic salaries are calculated.

Basic Salary

Faculty will receive a normal basic salary as per the approved salary scale of the University. Basic salary is fixed in terms of the contract for the duration of the contract.

Visiting Faculty will receive a normal basic salary as per the approved salary scale of the University
Part-time Faculty will receive are contracted on an hourly basis and will re remunerated as per the approved scale for Part-time faculty.
Full Time Faculty members who hold rare terminal degrees and are employed on a permanent basis with the University, may be granted a higher step of base pay within the job band, rest of the terms of employment contract will remain unchanged.

CUD Faculty Handbook – Basic Salary

Faculty will receive a normal basic salary as per the approved salary scale of the University. Basic salary is fixed in terms of the contract for the duration of the contract.
Visiting Faculty will receive a normal basic salary as per the approved salary scale of the University.
Part-time Faculty will receive are contracted on an hourly basis and will re remunerated as per the approved scale for Part-time faculty.
Full Time Faculty members who hold rare terminal degrees and are employed on a permanent basis with the University, may be granted a higher step of base pay within the job band, rest of the terms of employment contract will remain unchanged.

CUD Faculty Handbook – Job Evaluation

All jobs shall be evaluated using the University evaluation system.
All pay and allowances are related to appropriate salary grade.
The VPA will be approving all Job evaluations.

CUD Salary Scale

The salary scale of CUD based on the government employment laws in the UAE, increases each year by a percentage and by factors such as the time an employee has been working or if he is promoted to a promotion in a higher ranking job, depending on the position in which the employee performs and the complexity, the salary increases or varies, in addition, CUD takes into account the accommodation of some workers outside the university where CUD subsidizes housing to make it easier for employees or staff members to carry out their work. The salary scale ensures transparency and equity in payment for employees and staff members.

Canadian University Dubai Equal Pay & Pay Equity Policy Statement

The Equal Pay Act of 1963, as amended, prohibits sex discrimination in the payment of wages to women and men performing substantially equal work in jobs that require equal skill, effort, and responsibility under similar working conditions in the same establishment. Canadian University Dubai is also committed to the principle of pay equity and expressly prohibits disparate pay on the basis of an employee’s race, color, national origin, age, religion, disability, sex, sexual orientation, gender identity, gender expression, marital status, genetic information, military enlistment or veteran status. The University prohibits pay discrimination based on sex, discriminatory pay practices based on sex, and sex discrimination affecting compensation.

Canadian University Dubai Equal Pay & Pay Equity Policy – Pay Transparency

Employees are not prohibited from discussing their salaries and/or compensation with other employees and non-employees. CUD will not discharge, discipline, or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the University’s legal duty to furnish information.

Canadian University Dubai Equal Pay & Pay Equity Policy – Equal Pay for Equal Work Act and Pay Equity Study

The UAE Equal Pay for Equal Work Act (“Act”) and the accompanying Equal Pay Transparency Rules are intended to promote equity in compensation and opportunity. A primary tool for accomplishing the goal of equity in compensation and opportunity is requiring employers to be transparent in sharing opportunities with the employer’s entire workforce.

The Department of Human Resources and Administration at CUD

The Department of Human Resources and Administration of the Canadian University Dubai. CUD trust our employees and the leadership of our university. The goals are to define an organizational structure that drives productivity, to develop effective coordination and communication within the organization, to spend time finding the right people and developing their skill bases, and to embrace broader social and ethical developments. Our goal is to promote flexibility, innovation, competitive advantage, develop a fit-for-purpose organizational culture, and improve performance on a daily basis. The Department of Human Resources and Administration focuses on success and building high levels of loyalty to the university. Our responsibility is to establish knowledge and knowledge of the regulations, statutes and applications of human resources and administrative matters to regulate the relationship between the university and its employees. We also provide the elements that are capable of achieving the objectives of the university and promote the optimal investment in the human element to be a competition magnet in the world that seeks to join us.

Objectives:

Human resources department is keen to use the quality mechanisms in their work to meet the university employees’ interests which is one of the objectives of management to achieve job satisfaction among all employees of the university which will enable them to contribute in achieving the vision of the university.

Tasks & Services

Training and staff development.
Security and safety.
Ensuring compliance with labor laws.
Identifying work needs.
Planning career tracks.
Managing promotions process.

Employment:

Polarization.
Appointment.
Evaluating staff performance.

Salaries and Wages:

Employees’ salaries.
Rewards and incentives.
Secondmentds.

New Decree To Assure Wages Punctual Payment

Abu Dhabi – 26 July, 2016 The Ministry of Human Resources and Emiratisation has launched a new decree to ensure employees’ wages have been fully paid within a period not exceeding 10 days from the registered due date in the WPS (wage protection system), the decree shall commence October 2016.

H.E Saqr Ghobash, Minister of Human Resources and Emiratisation pointed out that companies employing over 100 workers must pay wages within a period not exceeding 10 days, if they fail, the ministry will stop granting them any additional work permits starting from the 16th day from the date of delay.

“Two main things should be considered in this matter, firstly, salary delays occur usually if the company fails to pay wages a month from the due date, the second, which refers to completely refraining wages, starts after entering into the second month, however, the decree shall refer to each case in a different matter,” he said.

The decree states, if a company delays wages a month from the due date, which means the company has entered into the refrainment phase, the ministry shall inform the judicial authorities and other related parties to take all necessary punitive measures against it, causing a complete strike against the other companies owned by the same employer, plus prohibiting the employer the ability of registering any new companies.

Furthermore, if a company continues to refrain wages, the ministry shall take necessary measures to use the bank guarantee, in addition to downgrading the company into the third category and enable the workers to move to another company.

“If the company fails to pay wages for 60 days from the due date, then administrative fines shall follow, not forgetting the punishments that had been already slapped for failing to pay wages a month from the due date,” Ghobash added.

Administrative fines hit Dh5000 (AE dirhams) per worker’s delayed wage, reaching a maximum of Dh50,000 dirhams in cases that include multiple workers complaining about delayed wages for over 60 days.

On the bright side, the ministry shall lift the ban off violating companies granting them the ability to apply for new work permits only if they immediately pay delayed wages during the first delay month, while the ban lasts for 60 days for companies that failed to pay wages for more than two months, after payment of course.

The decree reiterates that if the company often refrains salaries, the ban duration doubles after paying the wages.

Additionally, if the ministry came across any sorts of salary delays or refrains by companies that employ less than one hundred workers, the current regulations shall apply, from work permits ban to fines then public trial referral if the company fails to pay the money within 60 days, however, if the company notes such violations more than once in one year, then, in this case, the ministry shall apply penalties stated for companies that employ over 100 workers.

The decree clearly states the ministry shall not proceed with any transactions with companies that did not register in the WPS, in addition, to stop dealing with the owners of these companies until they register in the system, all to ensure workers’ rights have been met.

Minimum wages

There is no minimum salary stipulated in the UAE Labour Law, however it broadly mentions that salaries must cover basic needs of the employees.

Article 63 of the Labour law mentions that the minimum wage and cost of living index is determined either in general or for a particular area or a particular profession by virtue of a decree and consent of the Cabinet.

Basic salary and total salary

The UAE Labour Law does not provide any guidelines on the percentage of the basic salary to be paid by the employer. So it is at the discretion of the company to decide this percentage and the employee may negotiate, accept or not.

How salaries should be paid?

According to Ministerial Decree No. 739 of 2016 Concerning the Protection of Wages, all employers registered with Ministry of Human Resources and Emiratisation (MoHRE) must subscribe to Wages Protection System (WPS) and pay the wages of their employees through the WPS, as per the due dates.

Under this system, salaries of employees will be transferred to their accounts in banks or financial institutions, which are authorised by Central Bank of the UAE to provide the service.

MoHRE will not process any transactions or deal with the owners of the companies that are not registered with the WPS until they register in the system.

Use these resources to register in WPS and understand how it functions:

Ministerial Resolution No. 788 for 2009 on Wages Protection System – MoHRE (PDF file)
WPS Guideline – Ministry of Human Resources and Emiratisation (PDF file)
Wages Protection System – the official portal of Abu Dhabi Government

Watch this video about WPS.

Fines for evading WPS

According to Ministerial Resolution No. 15 of 2017, these fines apply for actions involving fraudulent use of the WPS:

Entry of incorrect data in the WPS for the purposes of evasion or circumvention – AED 5,000 for each worker and a maximum limit of AED 50,000 in case of multiple workers

Failure to pay on due dates through the WPS – AED1,000 per employee

Forcing employees to sign fake pay slips showing that they received their salaries – AED 5,000 per employee.

Late or unpaid salaries

The employer is considered as late in paying wages if the wage is not paid to the employee within 10 days from the due date, which is the next day of the end of the salary period.

The employer is considered as refusing to pay wages if the wage is not paid to the employee within one month of the due date.

Penalties on companies failing to pay salaries

On companies employing over 100 worker

Here are the consequences of companies employing over 100 workers failing to pay wages within a period not exceeding 10 days:

They will not be issued work permits starting from the 16th day from the date of delay.
Such companies delaying wages a month from the due date will be referred to judicial authorities for punitive measures.
Action would be taken against all companies owned by the same owner.
The owner/s will not be able to register any new company.
Employees’ bank guarantees will be liquidated.
The company will be downgraded to the third category.
Workers will be allowed to move to other companies.

In case a company employing over 100 workers delays wages over 60 days, a fine of AED 5,000 per worker whose wage is delayed will be levied with a maximum fine of AED 50,000 in cases of multiple workers’ delayed wages.

On companies employing less than 100 workers

If a company employing less than 100 workers fails to pay the salary within 60 days from due date, penalties will include:

work permits ban
fines
referral to court.

If the company commits such violations more than once in one year, MoHRE will apply penalties stated for companies that employ over 100 workers.