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Equal rights for outsourced employees
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Policy on Labour and Equivalent Rights of Third-Party Workers

Policy Details

  • Policy Title: Policy on Labour, Equivalent Rights of Third-Party Workers and Gender Pay Equity

  • Year Reviewed: 2026

  • Primary SDG Alignment: SDG 8 (Targets 8.5, 8.7 and 8.8), SDG 5 and SDG 10

1. Policy Objective & Purpose

The policy creates a safe and healthy workplace for employees and third-party workers and ensures that their human rights are protected. JGU follows Indian labour law and global best practice, and it upholds equivalent rights for workers when it outsources activities. It takes a zero-tolerance approach to human rights violations and supports equal employment opportunity.

2. Scope & Applicability

The policy covers employees, retainers, adjunct staff, interns, contractual workers, consultants and third-party workers engaged with the university.

3. Guiding Principles

  • Equivalent rights: third-party workers have rights equivalent to those of university employees.

  • Freedom and dignity: all work is voluntary, free from coercion, and carried out with respect.

  • Fair pay: wages meet legal minimum requirements and are communicated clearly.

4. Key Operational Provisions

  • Rights of third-party workers:

    • Workers cannot be forced to continue on a project against their will, and employment is entered into voluntarily.

    • Third parties must not use forced, bonded or indentured labour, and child labour is prohibited.

    • Third parties must comply with employment laws, avoid discrimination and respect human rights.

  • Employment practices and wages:

    • A workplace free from harsh or inhumane treatment, harassment, abuse and coercion.

    • Wages that meet legal minimum wage requirements, with clear and timely communication of how they are set.

    • Working hours that follow labour law, with rest and paid leave.

    • A healthy and safe workplace, with controls on risk, prevention of accidents and occupational disease, and protective equipment where needed.

  • Partners and vendors must follow these standards, and the university will end partnerships with entities that violate human rights.

  • Freedom of association: the university does not interfere with employees’ freedom of association.

5. Roles & Institutional Governance

  • Human Resources: administers the policy, and ensures no pay discrimination at hiring or at pay raises.

  • Deans and Heads of Departments: receive training and guidance so that pay decisions are free from bias.

  • Third-party contractors: are responsible for meeting these standards for their own workers.

6. Grievance Redressal, Reporting & Whistleblower Protection

Employees and third-party workers who experience discrimination, harassment or a rights violation can raise it through the university’s grievance and appeal processes. Retaliation against anyone who raises a concern or takes part in an investigation is prohibited.

7. Monitoring, Performance Indicators & Public Reporting

JGU’s security systems and swift action on violations support compliance, and pay and employment data are reviewed through regular compensation audits.

8. Policy Review Cycle

The policy is reviewed periodically so that it stays aligned with Indian labour law and global best practice.