Pay Scale Equity Employment policy
Description
Misr University for Science and Technology is committed to applying the principles of fairness and equality in all employment and compensation practices, in line with the provisions of Egyptian labor law, Article 35, which affirms equal opportunity and non-discrimination in wages.
The university believes that pay equity is essential for a transparent, healthy, motivating, and sustainable work environment. In line with this commitment, the university ensures that salaries and wages for faculty, staff, and employees not only meet but also exceed the minimum wage set by the Egyptian government, while keeping pace with inflation to support a decent standard of living.
This policy applies to all university employees, both academic and administrative, including:
- Academic Staff.
- Administrative and technical staff.
- Temporary staff and contracted employees.
- All colleges, departments, and administrative units of the university
- Ensure equality in wages and compensation for all employees.
- Eliminate systemic discrimination in salaries and benefits, whether financial or in-kind.
- Enhance transparency in recruitment, promotion decisions, and public announcements.
- Guarantee equal pay for women and men for equivalent work.
The university commits to:
- Paying fair wages above the government minimum wage.
- Developing a fair salary scale that reflects qualifications, scientific and professional competence.
- Preventing discrimination in pay based on:
- Gender: No difference in pay between men and women.
- Race or color: No impact on compensation or promotion.
- Religion or belief: Not used as a factor in determining wages.
- Disability: Needs are accommodated without affecting pay.
- Marital or parental status: No impact on employment opportunities or bonuses.
- Age: Experience is recognized without negative discrimination.
This policy applies to all forms of compensation: salaries, bonuses, insurance, leave, travel allowances, and all other benefits
To ensure fairness in wages, the university shall:
- Conduct periodic reviews of gender pay gaps.
- Publish review results transparently.
- Monitor the impact of measures according to diversity and inclusion policies.
- Provide training for managers in making fair pay decisions.
- Educate employees on their rights regarding compensation and benefits
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Entity
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Key Responsibilities |
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Employees |
Report any concerns regarding inequality – Participate in an open communication environment
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Managers & Supervisors |
Respect equality principles – Respond to complaints – Manage underperformance constructively
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Human Resources |
Ensure fair implementation – Review policies – Provide support and guidance – Raise staff awareness
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In cases where poor performance is linked to salary-related claims, managers must:
- Provide constructive feedback.
- Clearly identify areas of weakness.
- Propose a realistic improvement plan.
- Support the employee in developing skills.
- Apply the performance management policy.
