KU HR Policy Highlights to Publish on the KU Website in Alignment with the UN SDGs and the Times Higher Education (THE) Impact Rankings (Last Reviewed 2023)
Advancing Excellence: Khalifa University’s Commitment to People and Planet
Khalifa University of Science and Technology (KU) is dedicated to delivering its mission while upholding the highest standards of global citizenship, as measured by the UN Sustainable Development Goals (SDGs) and reflected in the Times Higher Education (THE) Impact Rankings. We recognize that fostering a world-class environment of excellence requires not only academic rigor but also a profound commitment to our community’s well-being and equitable treatment.
Fostering a Culture of Diversity, Equity, and Inclusion (SDGs 5 & 10)
KU is deeply committed to nurturing an equitable environment that celebrates diversity among all community members. We value differences in race and ethnicity, gender, national origin, religious commitments, age, and disability.
- Zero-Tolerance for Discrimination and Harassment:KU prohibits any form of discrimination based on race, color, gender, religion, political opinion, national origin, social background, or disability. We adopt a zero-tolerance policy against harassment, including verbal, sexual, physical, emotional, and bullying behavior in the workplace.
- Support for People of Determination (POD):KU actively recruits individuals with special needs (People of Determination) and provides the necessary accommodations and training to ensure successful employment. POD are protected from harassment or exploitation, and are considered equal in rights and duties to all other staff.
- Gender Equity:All benefits offered by KU are non-conditional upon gender. All male and female employees are entitled to the same terms and conditions of employment, as per the entitlements for their grade. Our commitment to gender equality and representation is integrated across our HR strategy.
- To view our full DE&I Policy, kindly click here.
Decent Work and Fair Employment Practices (SDG 8)
As a major employer and anchor institution, KU ensures its employment framework is fair, equitable, and transparent, aligning with best practices for Decent Work and Economic Growth.
|
Commitment
|
Policy Detail
|
|
Equitable Compensation
|
Employee salaries are periodically reviewed to ensure that they are distributed in an equitable and competitive manner within established salary ranges. Managers ensure internal equity patterns are carefully considered.
|
|
Protection of Worker Rights
|
Our comprehensive Grievance Process ensures employees feel secure in raising real or perceived injustices, leading to fair and transparent resolutions. Employees have the right to appeal sanctions imposed following a Code of Conduct violation investigation or a financial ruling.
|
|
Ethical Conduct
|
The University Code of Conduct requires all employees to act and comply with high standards of conduct and ethics, including honesty, integrity, impartiality, and cultural sensitivity, ensuring a respectful environment for all.
|
Commitment to Parental Support and Work-Life Balance (SDGs 5 & 8)
KU strongly supports employees through clearly defined leave policies and flexible work arrangements designed to encourage a healthy balance between professional commitments and family life.
- Maternity Leave:Female employees with at least 12 months of service are eligible for up to three (3) months of Maternity Leave with full pay. This leave is separate from and in addition to other leave entitlements.
- Nursing Hours:To support early child development, nursing mothers are granted a reduction of up to two (2) working hours in their scheduled time for a period of up to one (1) calendar year following the birth of a child.
- Paternity Leave:Male employees are granted three (3) consecutive working days of Paternity Leave on the birth of each legal child, to be taken within the first month of the child’s birth.
- Medical Escort Leave:KU may grant Escort Leave with full pay to accompany a family member (up to a second-degree relative) for medical treatment.
- Compassionate Leave:Paid Compassionate Leave is provided for up to five (5) working days for the death of a first-degree relative, and fewer days for second- and third-degree relatives.
- Eddah Leave:Muslim female employees are granted a leave of absence with full pay of four (4) months and ten (10) calendar days to observe Eddah in the event of the death of her husband, as prescribed by Islamic Sharia.
Promoting Flexibility through Remote Work
KU promotes flexible work options, combining on-site and remote work, to support work-life balance, improve performance, and retain competent staff.
- Eligibility for Remote Work:Remote work may be granted for on a case-by-case basis. Eligible cases include but are not limited to:
- Care for first-degree family members.
- Emergency or health-related issues.
- Technical or facility-related issues on campus.
- Performance Requirement:To be considered, an employee must be in good standing, fulfilling set performance criteria.
- Work Monitoring:KU retains the right to monitor employees’ productivity during remote work.
- Not an Entitlement:Remote work is not considered an entitlement and remains at the discretion of the line management and HR.
Investing in Our People: Compensation, Benefits, and Career Support (SDG 8)
Khalifa University’s commitment to Decent Work extends to a competitive compensation philosophy that prioritizes attracting and retaining high-caliber talent, fostering internal equity, and providing robust financial support and career development opportunities.
Fair and Competitive Compensation Principles
KU follows transparent salary administration guidelines to ensure all employees are compensated fairly and competitively in light of relevant market trends.
- Integrated Salary Structure:KU mainly utilizes three separate formal salary scales, one for faculty, one for administrative staff, and one for Research / Project-based staff, with clear grade structures.
- Performance-Based Adjustments:Salary adjustments are based on factors including performance, skills, competency, job knowledge, education, and experience.
Career Advancement and Recognition
KU is dedicated to nurturing internal talent through clear paths for professional growth and financial recognition.
- Staff Promotion:Staff promotion occurs when an employee is assigned to a higher-graded position. Promotion typically entails a salary increase ranging between 5% and 10% of the basic salary.
- Faculty Promotion in Rank:Faculty promotion to the next rank is based on positive accomplishments and continuing excellence in teaching and research. Faculty promotions also typically entail a salary increase ranging between 5% and 10%.
- Administrative Stipends:Faculty members assigned to administrative roles (like Dean, Chair, or Director) receive an additional monthly allowance as an administrative stipend.
Comprehensive Benefits and Social Security
KU offers a robust package of benefits and allowances designed to support the overall well-being and financial stability of its employees and their families.
- Mobilization on Initial Employment:
- Air Ticket:The university provides air tickets for the new employee and up to four (4) eligible dependent children and their accompanying spouse to relocate to the UAE at the start of employment.
- Relocation Allowance:An international relocation allowance is provided to overseas hires to assist in the cost of physical shipment of personal belongings and initial set up costs. A local relocation allowance is provided for those hired locally.
- Temporary Accommodation:New international hires and relocated local hires may be provided with temporary hotel accommodation for up to fourteen (14) calendar days to locate suitable permanent housing.
- Health Insurance and Medical Care:KU provides medical insurance for all full-time employees and their eligible dependents residing in Abu Dhabi.
- Education Assistance:Financial assistance for school fees is provided for eligible dependent children (Kindergarten through secondary level). Children with special needs may receive assistance until the age of 24 or completion of Grade 12.
- Housing Support:KU provides interest-free housing loans to assist employees with annual rent payments.
- Employee/Dependent Study at KU:Employees with one year of service, and their spouses, are eligible to enroll in a KU degree program free of cost after obtaining line management approval and fulfilling specific requirements. Dependent children are also eligible to enroll as undergraduates free of cost upon fulfilling the relevant program requirements.
- Pension and End of Service Benefits:
- UAE and GCC Nationalsare enrolled in their respective Statutory Pension Schemes, with KU contributing the stipulated percentage of the monthly pensionable salary.
- Expatriate employeeswho complete one year or more of service are eligible to receive a set End of Service Benefit (EOSB) based on their monthly basic salary.
- Repatriation:Expatriate employees are provided air tickets for repatriation of themselves and eligible family members, along with a repatriation allowance to defray the cost of shipping personal belongings.
Legal Notes and Disclaimers
This document is intended to provide a high-level overview of KU’s HR policies and practices, particularly those aligned with the United Nations SDGs and THE Impact Rankings. It is designed for public reference and does not replace or supersede the official HR Policy Manual or any contractual agreements.
This document is intended for informational purposes only and does not constitute a legally binding agreement or entitlement. All policies and benefits described herein are subject to change in accordance with KU’s applicable laws and policies.
The provisions outlined in this document are governed by KU’s HR policies and procedures. In case of any discrepancy between this document and the official HR policies, the latter shall prevail.
