8.2.5

Institutional Commitment

Canadian University Dubai (CUD) recognises the importance of protecting fundamental employment rights for workers involved in the delivery of university services, including individuals employed by third-party service providers.

The University is committed to responsible employment practices, fairness, non-discrimination and respect for the dignity of workers.

CUD acknowledges that outsourcing arrangements should not undermine the statutory labour rights and protections of workers employed to provide contracted services.

The University's approach to responsible employment is supported by its institutional employment policies and the applicable labour legislation of the United Arab Emirates.

These arrangements establish important principles relating to lawful employment, fair treatment, workplace safety and the protection of employment rights.

1. Outsourced Services and Worker Protection

Outsourcing refers to arrangements through which an organisation engages a third-party employer to provide specific services.

In a university environment, such services may include:

• Cleaning and housekeeping.
• Security services.
• Facilities management.
• Building maintenance.
• Catering and food services.
• Other operational and support services.

Under these arrangements, the workers providing the services may be employees of an external organisation rather than direct employees of the University.

CUD recognises the importance of ensuring that applicable worker protections are respected regardless of whether services are delivered through direct employment or third-party arrangements.

This principle includes respect for statutory rights relating to lawful remuneration, employment contracts, working conditions, non-discrimination and occupational safety.

2. UAE Legal Framework Governing Outsourced Labour

CUD operates within the legal framework governing employment relationships in the United Arab Emirates.

The principal federal law governing mainland private-sector employment is Federal Decree-Law No. 33 of 2021 Concerning the Regulation of Employment Relationships, together with its applicable implementing regulations and amendments.

Article 11 — Outsourcing of Work

Article 11 addresses arrangements in which one employer outsources part or all of its work to another employer.

Under this provision, the employer undertaking the outsourced work is generally responsible for the statutory rights and entitlements of the workers performing that work, unless the contracting parties agree otherwise.

This provides an important framework for identifying responsibility for outsourced workers' employment rights.

Application of Employment Protections

Workers employed by third-party service providers are entitled to the applicable protections established by UAE employment legislation.

These include rights concerning:

• Employment contracts and lawful remuneration.
• Working hours and rest periods.
• Overtime entitlements where applicable.
• Annual leave and statutory holidays.
• Sick leave and other applicable leave.
• Occupational health and safety.
• Protection against unlawful discrimination and forced labour.
• Applicable end-of-service entitlements.
• Access to statutory labour dispute mechanisms.

These protections arise under the relevant employment legislation and the worker's applicable employment relationship.

The existence of these statutory protections does not mean that outsourced workers necessarily receive identical contractual salaries or discretionary allowances to directly employed CUD personnel.

3. Fundamental Labour Rights Relevant to Outsourced Workers

CUD recognises that the protection of outsourced workers requires attention to the employment conditions under which contracted services are delivered.

The following rights are central to responsible outsourcing arrangements.

These protections form the legal foundation for responsible treatment of outsourced workers.

4. Institutional Employment and Non-Discrimination Framework

CUD maintains formally approved employment policies establishing principles of fairness, equal opportunity and respect for workers.

These documents provide relevant institutional context for the University's approach to responsible employment.

Employment Policy (FS-PO-5B)

Latest documented revision: 13 March 2023

CUD's Employment Policy establishes equal employment opportunity principles and procedures for recruitment and employment.

The policy recognises protection against employment discrimination based on characteristics including:

• Religion.
• Gender and sex.
• Race and ethnicity.
• Age.
• Disability.
• National origin.
• Citizenship status.
• Sexual orientation and gender identity or expression.

The policy establishes CUD's commitment to fair recruitment and employment practices for positions within the University.

Non-Discrimination Policy (GM-PO-1N)

Approval date: 10 May 2024
Approving authority: Board of Trustees

CUD's Non-Discrimination Policy establishes institutional commitments to equality, inclusion, fairness and respect.

It prohibits discrimination and harassment within the scope of the University's policy.

The policy also includes provisions concerning reasonable accommodation for People of Determination and procedures for reporting discrimination and harassment.

These commitments support the University's broader approach to treating individuals with dignity.

Application to Outsourced Workers

The Employment Policy and Non-Discrimination Policy provide an institutional framework for CUD's directly governed employment and university activities.

Workers employed by third-party contractors remain subject to the employment policies of their respective employers and the applicable UAE legal framework.

Accordingly, the protections applying to outsourced workers should be distinguished from CUD's direct employment entitlements.

An institutional guarantee extending equivalent rights to all outsourced workers requires appropriate provisions within the University's outsourcing policy or contractual arrangements.

5. Health, Safety and Working Conditions

CUD recognises the importance of maintaining safe and appropriate conditions for people carrying out work in university facilities.

Workplace safety is a fundamental consideration for both directly employed personnel and workers performing services through third-party arrangements.

Relevant considerations include:

• Safe working environments.
• Appropriate protective equipment for work activities.
• Workplace health and safety requirements.
• Safe operation of facilities and equipment.
• Appropriate rest arrangements.
• Reporting of occupational hazards.
• Compliance with applicable safety regulations.

Responsibility for implementing particular employment and occupational safety requirements depends on the contractual and legal arrangements governing the work.

The University's Administrative and Support Staff Handbooks contain documented health and safety provisions for employees within their scope.

These policies provide institutional context for CUD's management of workplace safety and employee wellbeing.

6. Labour Rights of Women and International Workers

CUD recognises the importance of fair treatment irrespective of gender or nationality.

The University's formally approved employment policies establish commitments to equal opportunity and non-discrimination.

The UAE's private-sector employment framework also provides statutory protections for eligible workers irrespective of whether they are UAE nationals or international employees.

Women Workers

Relevant employment protections include provisions concerning discrimination, working conditions and applicable statutory entitlements.

CUD's approved employment policies expressly recognise gender and sex among protected characteristics.

International Workers

International workers employed by contractors are entitled to the protections applicable to their employment under UAE law.

CUD's Employment Policy also identifies national origin and citizenship status within its equal employment opportunity commitments for direct employment.

These provisions reflect the importance of protecting workers from discriminatory treatment.

7. Reporting Labour Rights Concerns

Workers who experience employment-related concerns may seek assistance through the procedures available under their employment relationships and applicable UAE legislation.

Directly Employed CUD Personnel

CUD maintains a formally approved Faculty and Professional Staff Grievance Policy (FS-PO-5M).

The policy was last reviewed on 13 March 2023, and its stated scope applies to all CUD employees.

It provides procedures for raising disputes concerning:

• Individual employment terms and conditions.
• Workplace relationships.
• Working conditions and employment-related concerns.

The procedure includes supervisor review, departmental escalation, review by senior institutional authorities and a final internal appeal.

Workers Employed by Third-Party Contractors

Outsourced workers are generally employed by the relevant external service provider.

Employment-related concerns may be raised through that employer's applicable grievance arrangements and, where appropriate, the statutory labour dispute procedures established in the UAE.

The Ministry of Human Resources and Emiratisation provides mechanisms for eligible workers to submit employment-related complaints.

CUD's internal employee grievance policy does not expressly establish an identical internal grievance entitlement for workers employed by external contractors.

8. Responsible Outsourcing and Institutional Accountability

CUD recognises that responsible outsourcing depends on clearly defined responsibilities between an institution and its service providers.

Important considerations in outsourcing arrangements include:

Legal Compliance

Service providers are subject to relevant UAE employment and workplace legislation.

Contractual Responsibility

Outsourcing agreements establish the responsibilities of the contracting parties for delivery of services and associated obligations.

Worker Protection

The statutory rights of workers should be respected throughout the provision of contracted services.

Workplace Safety

Relevant health and safety requirements should be observed when work is carried out on university premises.

Employment Concerns

Workers should have access to the complaint mechanisms available under their employment arrangements and applicable law.

The application of additional institutional protections, including equivalent-rights clauses, contractual inspection arrangements and supplier monitoring requirements, depends on the provisions adopted by the University and included in the relevant agreements.

9. Institutional Policy Documentation

CUD's existing employment policies provide supporting evidence of its broader commitment to fair treatment and workplace rights.

The institutional documents establish CUD's employment-related commitments and procedures for directly governed employment relationships.

They provide supporting context for fair labour practices but do not independently establish a separate University policy guaranteeing equivalent contractual rights to outsourced workers.

10. Contribution to the Sustainable Development Goals

SDG 8 — Decent Work and Economic Growth

Responsible outsourcing and protection of workers' statutory employment rights contribute to SDG Target 8.8, which calls for the protection of labour rights and safe working environments for all workers, including migrant workers.

SDG 5 — Gender Equality

The prevention of gender-based discrimination supports fair and inclusive employment practices.

SDG 10 — Reduced Inequalities

Respect for statutory employment protections helps address inequalities affecting workers in different employment arrangements.

SDG 16 — Peace, Justice and Strong Institutions

Formal employment legislation, institutional policies and dispute resolution procedures provide mechanisms supporting fairness and accountability in employment relationships.

Institutional Commitment

Canadian University Dubai recognises that outsourced service delivery should be accompanied by respect for fundamental labour rights, lawful employment conditions and the dignity of workers.

The University's broader commitment to responsible employment is reflected in its formal employment, non-discrimination and grievance policies.

Outsourced workers are protected by applicable UAE legislation, including provisions establishing responsibility for employment entitlements when services are outsourced to another employer.

CUD recognises the importance of clearly defined employment and contractual responsibilities in ensuring that workers involved in university operations receive the protections to which they are legally entitled.

Relevant Institutional Functions: Human Resources and the units responsible for contracting and managing outsourced services.

Primary Institutional Policies: Employment Policy, Non-Discrimination Policy and Faculty and Professional Staff Grievance Policy.

Legal Reference: UAE Federal Decree-Law No. 33 of 2021, including Article 11.

Reporting Reference: Employment and outsourcing protections applicable in 2025.