UNIVERSITY EMPLOYMENT PRACTICES

Our university supports the ideology of a sufficient salary to meet basic living needs, and pays employees in accordance with the Teacher Remuneration Act, Civil Service Pay Act, and National Taipei University Remuneration Criteria for Contract Employees. Our university convenes labor-management meetings in accordance with the Labor Standards Act and the Regulations for Implementing Labor-Management Meetings. The president of the university designates eight employees as representatives of management, and the employees (including women and foreign employees) elect eight employees as labor representatives in a secret ballot. Each meeting is jointly chaired by representatives of labor and management. Meetings are held every three months to promote the exchange of opinions between labor and management so that all may benefit.

In accordance with the Act of Gender Equality in Employment and the Employment Services Act and other regulations, our university does not discriminate against faculty and staff members due to race, religion, gender, sexual orientation, or age in recruitment, screenings, performance appraisals, promotions, remuneration, retirement, resignations, and dismissals.

According to the school’s Directives for Faculty and Staff Overtime Work and Work Regulations for Contract Employees, employees shall not work more than four hours of overtime in any given day and 20 (or 46) hours per month; an overtime or make-up leave application can be filed after working overtime. No act of forced labor/slavery or child labor shall be tolerated in our university.

Outsourced labor at our school includes cleaning company personnel; their primary work involves the cleaning and maintenance of restrooms and public areas. Since May 13, 2011, Article 8 of our contract with such companies has stipulated that the working conditions of employees of the successful bidders must comply with the provisions of the Labor Standards Act. According to the school's 2020 restroom and building cleaning and maintenance contract requirements, the employment, salary, insurance (including insurance required by all relevant laws and regulations), employee benefits, and personal safety of cleaning staff and their supervisors shall be the responsibility of the winning bidder. Salaries must comply with the provisions of the Labor Standards Act, and the winning bidder shall pay a monthly salary of at least 26,000 NTD (higher than required by the Labor Standards Act). If it is necessary to work overtime, the manufacturer shall comply with all relevant regulations such as the Labor Standards Act.
In accordance with the provisions of the Act of Gender Equality in Employment, employees at our university shall not be offered unequal salaries due to gender or sexual orientation; employees who occupy the same job or rank shall be paid the same salary. However, salary differentials based on seniority, rewards and punishments, performance, or other legitimate reasons not based on gender or sexual orientation are not restricted by this act.

The university does not discriminate against faculty and staff members due to gender or sexual orientation in terms of salary. Annual evaluations are conducted at the end of each academic year, and salary notifications are issued together with the salary scale based on the assessment result. If staff members and other employees wish to dispute the evaluation results, they may file an appeal pursuant to regulations.

In accordance with the provisions of NTUT’s Guidelines for the Establishment and Review Process of the Faculty Appeal and Review Committee, if staff consider their salary payment, job allocation, promotion or performance appraisal, or other working conditions provided by the university or university administration to be inappropriate to a degree that damages their rights and interests, they may file an appeal.

EXPENDITURE PER EMPLOYEE, STUDENTS TAKING WORK PLACEMENTS, AND EMPLOYEES ON SECURE CONTRACTS

Employees include all academic and non-academic staff working for the university. In 2020, there were a total of 1,754 employees, and the expenditure per employee was NT$ 926,759. So, the total university expenditure in 2020 was NT$ 1,625,535,992.

In 2020, there was a total of 13,852 students at the university, 1,194 of whom had work placements for over a month. This number includes students on outbound placements, meaning that students working abroad for a year as part of earning a language degree were also considered to be on work placement. This may include unpaid placements, although there are ethical and equality issues associated with this practice.

Out of a total number of 1,754 employees in 2020, 1,189 employees who had been employed for over 24 months. Thus, 68% of employees were on secure contracts. Permanent or rolling contracts without a fixed term are considered to be of more than 24 months duration. The focus of this metric is employment that is short term and therefore less stable. This excludes:
• Short-term contracts that are explicitly to cover maternity leave
• Part-time teaching staff serving as guest lecturers for only a few lectures and visiting scholars, if they retain their employment rights in their original institution.