8.2) Employment practice

TKU is committed to creating a good working environment and improving the system to protect the rights and interests of faculty and staff, to attract and retain talents, so that every faculty and staff can find their place and give full play to their talents, contributing to the school’s competitiveness. We strictly abide by government decrees, prevent unlawful discrimination, take professional competence, and work experience as the main employment considerations, and ensure equal job opportunities.

TKU sets working conditions following government labor-related laws and regulations and offers a reasonable salary and reward system. The monthly salaries of faculty and staff are higher than the monthly minimum basic salary set by the Ministry of Labor.

The university fully complies with government labor-related laws and regulations. Based on the human rights of equal employment opportunities for all citizens, the employment of faculty and staff is based solely on professional competence and experience. No discrimination has ever been made based on race, ideology, religion, party affiliation, place of origin, place of birth, gender, sexual orientation, marriage, appearance, or physical and mental disabilities. The school employs faculty and staff with a college degree or above; it has never employed child labor. The number of male and female supervisors above the second level is 89 and 47 respectively, which shows that the school attaches great importance to gender equality in career development opportunities and guarantees gender pay equality.

The labor conditions of outsourced cleaning and security services at each of our university campuses are explicitly required to be handled by the contractors as per the Labor Standards Act and relevant regulations such as occupational safety and health to ensure the health and safety of the staff.

Regular labor-management meetings are held to protect the rights and interests of employees, strengthen the communication of opinions, and enhance the harmony of the campus. At the same time, there is a Tamkang University Faculty Appeal Appraisal Committee and a Tamkang University Staff Appeal Appraisal Committee, handling the appraisal of teacher appeals and employee appeals following relevant regulations.
• 8.2.1) Employment practice living wage
  Pay all staff and faculty at least the living wage.
• 8.2.2) Employment practice unions
  Recognise unions and labour rights (freedom of association and collective bargaining) for all, including women and international staff.
• 8.2.3) Employment policy on discrimination
  Have a policy on ending discrimination in the workplace (including discrimination based on religion, sexuality, gender, age, or reugee status).
• 8.2.4) Employment policy modern slavery
  Have a policy commitment against forced labour, modern slavery, human trafficking and child labour.
• 8.2.5) Employment practice equivalent rights outsourcing
  Have a policy on guaranteeing equivalent rights of workers when outsourcing activities to third parties.
• 8.2.6) Employment policy pay scale equity
  Have a policy on pay scale equity including a commitment to measurement and elimination of gender pay gaps.
• 8.2.7) Tracking pay scale for gender equity
  Measurement or tracking pay scale gender equity.
• 8.2.8) Employment practice appeal process
  Have a process for employees to appeal on employee rights and/or pay.