8.2.1. Employment practice living wage
In 2024, the University of Souk Ahras guaranteed that all employees and faculty members received no less than the local living wage, which exceeded 20,000 Algerian Dinars. This commitment was fully aligned with Algerian legislation, specifically Law No. 90-14 of June 2, 1990, as amended by Law No. 22-06 of April 25, 2022, which defines the minimum guaranteed wage applicable for that year.
NB: See Article 1 – Page 4
8.2.2. Employment practice unions
In 2024, the University of Souk Ahras guaranteed recognition of workers’ rights and guaranteed freedom of association and collective bargaining, in implementation of the labor laws in effect in the State of Algeria before 2024.
8.2.3. Employment policy on discrimination
In 2024, the University of Souk Ahras included an employment policy regarding non-discrimination in the workplace on the basis of religion, gender or age, in respect of Article 1.2.2 of the University’s Charter of Deontology and Ethics
8.2.4. Employment policy modern slavery
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In 2024, the University of Souk Ahras reaffirmed its commitment to combating forced labor, modern slavery, human trafficking, and child labor. This pledge aligns with international legal frameworks, including the 1989 United Nations Conventions and the 1990 African Charter on the Rights and Welfare of the Child, both ratified by the Algerian government. Through this stance, the university upholds its ethical responsibility to protect human rights and promote dignity within its community and beyond.
Nb: See page 4
8.2.5. Employment practice equivalent
rights outsourcing
In 2021, the University of Souk Ahras implemented a policy to ensure equal rights for workers involved in outsourced activities. This was achieved by establishing terms of reference that uphold the guaranteed national minimum wage, in full compliance with Algerian labor laws in force prior to 2024 and in alignment with the principles of the University’s Charter of Deontology and Ethics.
8.2.6. Employment policy pay scale equity
Since its establishment and continuing through 2024, the University of Souk Ahras has maintained a firm commitment to wage equality. The institution ensures that all male and female employees holding equivalent grades, ranks, and positions receive equal remuneration, in full compliance with Algerian labor legislation and in alignment with the core values enshrined in the University’s Charter of Deontology and Ethics.
NB: See Article 27
8.2.7. Tracking pay scale for gender equity
The University of Souk Ahras does not implement a separate wage schedule for employees, as wages are standardized under Law No. 133-66 of June 2, 1966, which enforces wage equality. The university remains committed to evaluating and addressing any gender-based pay disparities.
8.2.8. Employment practice appeal process
In 2024, the University of Souk Ahras undertook initiatives to strengthen professional development by enhancing pre-promotion training programs for staff and offering university qualification pathways for faculty members. These efforts aim to support career advancement and contribute to salary improvement, in alignment with institutional policies and national education standards.
8.2.9. Employment practice labour rights
In 2024, the University of Souk Ahras reaffirmed its commitment to labor rights by safeguarding the freedom of association and collective bargaining for all employees, irrespective of gender or nationality. The university actively supports multiple unions, including the National Federation of University Professors and the General Union of Algerian Workers, among others. Through ongoing collaboration with these representative bodies, the university ensures that employees are meaningfully involved in decisions impacting their working conditions, thereby fostering a culture of fairness, inclusivity, and equitable treatment across its academic and administrative communities.
The university administration holds regular meetings with various unions representing administrative staff, faculty members, and workers to foster dialogue and consultation. These engagements aim to improve working conditions and ensure active participation of employees in shaping university policies.