8.2.1 Canadian University Dubai — Living Wage Commitment and Employee Compensation Practices
Institutional Commitment
Canadian University Dubai (CUD) is committed to fair remuneration, responsible employment practices and supporting the financial wellbeing of its faculty and staff.
The University recognises that employees require adequate compensation to meet the costs associated with living and working in Dubai, including housing, food, transportation, healthcare and other essential household needs.
To support these needs, CUD maintains a comprehensive employee compensation framework that combines contractual salaries with additional employment benefits, including housing allowances, medical insurance, annual flight allowances and transportation support.
The University's remuneration arrangements are governed by its Compensation and Benefits Policy, approved salary scales, employment contracts and employee handbooks.
These arrangements reflect CUD's commitment to decent work, employee wellbeing and sustainable employment practices.
CUD recognises the principle of a living wage as remuneration sufficient to support essential living expenses and considers fair compensation an important component of its institutional responsibility towards employees.
1. Institutional Compensation and Benefits Framework
CUD operates a structured remuneration framework designed to provide employees with transparent and consistent compensation arrangements.
The University's compensation system includes:
- Approved salary scales linked to employment grades.
- Contractually defined basic salaries.
- Housing allowances and accommodation support.
- Medical and life insurance.
- Annual flight allowances.
- Transportation allowances and support.
- Additional employment benefits according to eligibility.
- Salary reviews and performance-based remuneration considerations.
These arrangements are administered through the University's Human Resources Department and relevant institutional approval procedures.
Comprehensive Employee Compensation Package
CUD's employment framework includes the following remuneration and benefits components.
| Compensation Component | Provision at CUD | Contribution to Employee Wellbeing |
|---|---|---|
| Basic Salary | Contractual remuneration determined according to the approved university salary scales and position grades. | Provides regular income to meet everyday living expenses. |
| Housing Allowance | Housing support or allowances provided through the University's compensation arrangements and individual employment contracts. | Helps employees manage accommodation expenses in Dubai. |
| Medical Insurance | Health insurance provided through CUD's employee benefits arrangements. | Supports access to healthcare and reduces medical expense exposure. |
| Annual Flight Allowance | Annual travel benefits provided through applicable employee compensation arrangements. | Helps employees manage travel expenses, including visits to their home countries. |
| Transportation Allowance | Transportation allowances or support provided under CUD's employee remuneration arrangements. | Helps employees manage commuting and local transportation costs. |
| Life Insurance | Life insurance coverage provided under applicable employment provisions. | Provides additional financial protection for employees and their beneficiaries. |
| Education Support | Educational allowances available to qualifying employees under applicable benefit conditions. | Helps eligible employees manage dependent children's education expenses. |
| Relocation Support | Initial accommodation, travel or relocation assistance for qualifying employees. | Helps employees manage expenses associated with relocating to the UAE. |
| End-of-Service Benefits | End-of-service entitlements provided according to applicable employment policies and UAE legislation. | Provides financial support to eligible employees upon separation from employment. |
Together, these components demonstrate that CUD's approach to employee compensation extends beyond basic salaries.
Housing, transportation and healthcare provisions are particularly relevant to the cost of living in Dubai, while other employment benefits contribute to employee financial security and wellbeing.
2. Approved Salary Scales and Job Evaluation
CUD maintains formal salary arrangements through its institutional employment policies.
Approved Salary Scales
Employees receive basic salaries according to the University's approved salary scales.
Basic salary is specified in the employee's employment contract and remains fixed for the contractual period unless amended through the relevant institutional procedures.
This approach provides employees with defined remuneration terms and supports consistency across employment categories.
Job Evaluation
The University's employment framework establishes procedures for evaluating positions.
Job evaluation considers the responsibilities and requirements associated with individual roles.
Pay and allowances are linked to the salary grade assigned to the relevant position.
This structure provides a consistent institutional basis for salary determination rather than relying solely on discretionary remuneration decisions.
Salary Reviews
CUD provides for salary reviews during employment contract renewal.
Performance assessments and relevant institutional approvals may inform salary adjustments.
Salary reviews are administered under the University's established employment procedures.
3. Compensation Across Employee Categories
CUD's remuneration framework extends across different categories of academic, administrative and support employment.
Employment Categories and Compensation Arrangements
| Employee Category | Salary Arrangement | Additional Compensation and Benefits |
|---|---|---|
| Full-Time Faculty | Contractual salary under applicable academic remuneration provisions. | Applicable housing, healthcare, travel, transportation and other employment benefits. |
| Full-Time Administrative Staff | Basic salary linked to approved position grades and salary scales. | Applicable housing, healthcare, annual flight, transportation and other benefits. |
| Full-Time Support Staff | Basic salary linked to approved salary grades, including support positions in grades C1–S3. | Applicable housing, healthcare, annual flight, transportation and other benefits. |
| Teaching and Research Assistants | Remuneration according to applicable salary grades and contractual arrangements. | Benefits determined by appointment category and contractual eligibility. |
| Part-Time Administrative Staff | Hourly remuneration derived from the basic salary at the first notch of the applicable grade. | Benefits according to applicable part-time employment provisions. |
| Temporary Employees | Basic remuneration linked to the first notch of the relevant position grade. | Benefits according to temporary employment conditions. |
| Student Employees | AED 30 per hour under the relevant student employment arrangements. | Student employment provisions specify hourly remuneration without the benefits attached to regular full-time positions. |
The University's employment handbooks distinguish between regular full-time, part-time, temporary and student employment.
Accordingly, the availability and value of particular allowances depend on the relevant employment contract and category.
Support Staff Remuneration
CUD's Support Staff Handbook identifies support positions within grades C1–S3.
These positions contribute to the University's administrative and operational functions.
The handbook establishes that support staff receive basic salaries according to the approved university salary scale.
Applicable housing arrangements and other employee benefits are administered according to employment grades and contractual conditions.
Administrative Staff Remuneration
Administrative employees receive remuneration under the University's approved salary structure.
The Administrative Staff Handbook establishes procedures for compensation, employment contracts, housing allowances, medical insurance and other relevant benefits.
Part-Time and Temporary Employment
CUD maintains defined remuneration arrangements for part-time and temporary workers.
Part-time administrative employees are paid hourly rates derived from the relevant position grade.
Temporary employees receive basic remuneration according to the first notch of the applicable salary scale.
These arrangements provide a formal compensation framework for employees working outside regular full-time positions.
4. Housing Support and Accommodation Assistance
Housing represents a significant component of living expenses in Dubai.
CUD addresses accommodation needs through housing allowances and related assistance under its employment policies.
Housing Allowances
The University's compensation provisions establish housing allowances according to employee salary grades and contractual eligibility.
Housing support is specified within the relevant employment contract.
These arrangements help employees manage their accommodation expenses.
Initial Accommodation Assistance
Eligible employees recruited from overseas may receive furnished accommodation during their initial relocation period.
The University's employment provisions describe an initial accommodation period of four weeks for qualifying overseas recruits.
This arrangement provides transitional support for employees relocating to Dubai.
Housing Payment Assistance
CUD's employment policies also provide mechanisms for eligible employees to request advances associated with annual accommodation rental payments.
Such arrangements are administered under the University's applicable conditions and recovered through agreed salary deductions.
These provisions support the management of accommodation-related payment obligations.
5. Healthcare and Insurance Benefits
CUD provides medical insurance arrangements as part of its employee benefits framework.
Medical Insurance
Medical insurance helps employees access healthcare services and manage costs associated with medical treatment.
The University provides coverage through its applicable employment arrangements, with relevant dependent coverage determined by eligibility and contractual provisions.
Life Insurance
CUD also provides life insurance coverage under its employee benefits provisions.
This contributes to financial protection for employees and eligible beneficiaries.
Additional Healthcare Support
The University's employment provisions include certain maternity-related medical benefits, subject to applicable eligibility requirements.
Together, these arrangements support employee health, wellbeing and financial security.
6. Transportation and Annual Travel Support
CUD's compensation arrangements include transportation and travel-related benefits intended to support employees' mobility and living expenses.
Transportation Allowance
CUD provides transportation allowances or support within its employee remuneration arrangements.
Transportation assistance helps employees manage commuting expenses associated with travelling to and from work.
The relevant arrangements are determined through applicable employment terms.
Annual Flight Allowance
CUD's employment policies provide annual travel benefits for eligible employees.
The employee handbooks describe annual vacation flight entitlements, including cash-in-lieu arrangements for qualifying non-UAE national employees.
Eligibility and travel benefits are determined according to relevant employment grades and contractual provisions.
These benefits support employees in maintaining connections with their home countries and managing travel-related expenses.
Joining and Repatriation Assistance
CUD also provides joining and repatriation arrangements for eligible employees under applicable employment conditions.
These measures assist qualifying employees with the financial costs associated with international employment.
7. Employee and Family Financial Support
In addition to regular remuneration, CUD provides selected benefits that contribute to the financial wellbeing of employees and their families.
Education Support Allowance
Eligible employees may receive education support for dependent children attending qualifying primary or secondary schools in the UAE.
The applicable benefit depends on employee eligibility and salary grade.
Settling-In Assistance
The University's employment framework provides for settling-in advances for qualifying newly recruited employees.
These arrangements assist with initial financial requirements associated with commencing employment or relocating to the UAE.
Other Employee Benefits
Additional entitlements may include:
- Annual leave.
- Sick leave.
- Public holiday entitlements.
- Professional development opportunities.
- Applicable end-of-service benefits.
These measures contribute to CUD's wider employee wellbeing framework.
8. Living Wage Principles and Cost-of-Living Considerations
CUD recognises that a living wage is intended to enable workers to meet essential living expenses and support an adequate standard of living.
Living-wage considerations are particularly important in Dubai, where accommodation, transportation, food, utilities and healthcare form substantial components of household expenditure.
Local Living Wage Definition
For the purposes of THE Sustainability Impact Ratings, the relevant living-wage standard is the locally defined living wage, where an official government standard exists, or an appropriate local financial poverty indicator for a family of four.
The benchmark must be expressed as an hourly wage to enable comparison across different employment arrangements.
Components Relevant to Living Costs
CUD's employee remuneration and benefits framework addresses several essential expenditure categories.
| Living Cost Category | Relevant CUD Compensation Provision |
|---|---|
| Housing | Housing allowance and eligible accommodation support |
| Healthcare | Medical insurance and applicable health-related benefits |
| Transportation | Transportation allowance and support |
| Basic Living Expenses | Contractual basic salary |
| Family Education | Education support for eligible dependants |
| International Travel | Annual flight allowance and eligible travel benefits |
| Financial Protection | Life insurance and applicable end-of-service entitlements |
These arrangements demonstrate the University's recognition of the financial needs associated with living and working in Dubai.
The University's formal salary and benefits structure provides a basis for evaluating employee remuneration in relation to local living costs.
Distinction Between Salary and Benefits
CUD recognises that a living-wage assessment must distinguish between recurring remuneration and additional employment benefits.
Benefits such as insurance coverage, travel allowances, education reimbursements and one-off relocation assistance may contribute to employee wellbeing but are not automatically equivalent to hourly wages.
A living-wage comparison therefore requires the relevant remuneration components and normal working hours to be assessed against an appropriate local benchmark.
9. Implementation and Oversight
CUD's Human Resources Department is responsible for administering the University's remuneration and employment policies.
The institution maintains procedures for:
- Workforce planning and employment budgeting.
- Job evaluation.
- Salary-grade determination.
- Employment contract preparation.
- Compensation and benefits administration.
- Salary reviews.
- Employee record management.
- Relevant institutional approvals.
Responsible Offices
| Office | Responsibility |
|---|---|
| Human Resources Department | Employment records, remuneration administration and implementation of applicable compensation policies |
| Finance Department | Employment budgeting and financial oversight |
| Academic Deans and Department Heads | Workforce planning, job requirements and applicable performance evaluations |
| President / Vice Chancellor | Employment and remuneration approvals under relevant institutional procedures |
| Board of Trustees | Approval of institutional policies and applicable employment arrangements |
These arrangements support the consistent administration of employee compensation across relevant staff categories.
10. Institutional Policies and Supporting Documentation
CUD's remuneration framework is documented through its employment policies and employee handbooks.
| Institutional Document | Relevant Provisions |
|---|---|
| Compensation and Benefits Policy (FS-PO-5C) | Salary scales, contractual remuneration and employee benefits |
| Administrative Staff Handbook | Salary grades, job evaluation, basic salary, housing support, healthcare and annual travel benefits |
| Support Staff Handbook | Support staff grades, employment categories, hourly pay arrangements, basic salary, housing and insurance benefits |
| Individual Employment Contracts | Applicable salaries, allowances and contractual employment entitlements |
These documents provide the institutional framework governing employee remuneration and benefits.
The Administrative and Support Staff Handbooks were issued for academic year 2026–27, with a recorded revision date of February 2024 and approval date of May 2026.
They document the compensation arrangements contained in those editions. Their publication dates should be distinguished from the reporting period used for the University's sustainability assessment.
11. Contribution to the Sustainable Development Goals
SDG 8 — Decent Work and Economic Growth
CUD's remuneration policies, employment contracts, salary arrangements and employee benefits framework contribute to responsible employment practices.
The University's compensation arrangements reflect its commitment to fair remuneration, financial wellbeing and decent work.
SDG 3 — Good Health and Wellbeing
Medical insurance and relevant healthcare benefits support employee health and financial protection.
SDG 5 — Gender Equality
Structured job evaluation and salary-grade arrangements provide an institutional framework for administering remuneration consistently across relevant positions.
SDG 10 — Reduced Inequalities
Fair compensation practices and employment benefits contribute to the University's broader commitment to supporting employee wellbeing and socioeconomic inclusion.
Institutional Commitment
Canadian University Dubai recognises the importance of adequate remuneration and comprehensive employment benefits in supporting a decent standard of living.
Through approved salary scales, employment contracts, housing allowances, health insurance, annual travel benefits, transportation support and other applicable employee provisions, CUD maintains a structured approach to employee compensation.
The University remains committed to responsible employment practices and recognises living-wage considerations as an important aspect of employee financial wellbeing and sustainable institutional development.
Responsible Office: Human Resources Department
Primary Supporting Documents: Compensation and Benefits Policy, Administrative Staff Handbook and Support Staff Handbook
Relevant Reporting Year: 2025.