Overview
Mapúa University is committed to promoting decent work, fair employment practices, labor rights, workplace safety, diversity and inclusion, employee welfare, and ethical labor standards. Through institutional policies, collective bargaining mechanisms, occupational health and safety programs, employee support services, and human rights protections, the University fosters an equitable, safe, and productive working environment for faculty, staff, contractors, and other members of its workforce. These efforts support SDG 8 by ensuring that employment practices are grounded in fairness, dignity, inclusion, and respect for human rights.
Employment Practices and Equal Opportunity
PCM-HR-06-00 Gender Equality, Diversity and Inclusion
Effectivity Date: 01 November 2023
Mapúa University promotes a respectful, inclusive, and equitable workplace through its Gender Equality, Diversity and Inclusion Policy (PCM-HR-06-00).
The policy is designed to foster a gender-sensitive and inclusive environment while promoting awareness and understanding of the different needs, roles, and responsibilities of women, men, and transgender individuals. The University ensures equal opportunities in employment, professional development, academic services, and non-academic services regardless of gender, race, ethnicity, religion, disability, or other protected characteristics.
The policy actively challenges workplace discrimination and gender stereotypes while promoting diversity, inclusion, and equal opportunity throughout the institution. The University also maintains mechanisms to prevent and address sexual and gender-based discrimination, bullying, and harassment.
PM-HR-02-03 Recruitment of Faculty
Effectivity Date: 25 January 2025
Mapúa University implements a structured faculty recruitment process that promotes fairness, transparency, merit-based hiring, and equal employment opportunity.
The policy encourages applications from qualified individuals belonging to underrepresented groups, including women, persons with disabilities, individuals from low-income backgrounds, ethnic minorities, non-traditional applicants, and individuals of diverse sexual orientations and gender identities.
Recruitment decisions are based on qualifications, experience, competence, and institutional requirements.
PM-HR-03-05 Recruitment of Non-Teaching Employees
Effectivity Date: 25 January 2025
The University applies standardized procedures for recruiting and selecting non-teaching personnel based on merit, competencies, qualifications, and institutional requirements.
The policy supports non-discriminatory hiring practices and equal access to employment opportunities while ensuring transparency and fairness throughout the recruitment process.
Fair Compensation, Living Wage and Pay Equity
Mapúa University supports fair and competitive compensation for faculty and staff through salaries, comprehensive benefits, research incentives, and professional-development opportunities. In 2024, the University had 580 permanent employees, increasing to 614 in 2025, with an equal gender distribution of 50% female and 50% male. The lowest-paid employee earned above the statutory minimum wage, at a ratio of 1.05:1.
Workplace Protection and Employee Rights
RG-HR-22-01 Guidelines and Procedures Against Workplace Sexual Harassment
Effectivity Date: 25 January 2025
Mapúa University maintains comprehensive procedures for preventing, reporting, investigating, and addressing workplace sexual harassment through its Guidelines and Procedures Against Workplace Sexual Harassment (RG-HR-22-01).
The policy was established in accordance with Republic Act No. 7877 and applies to all teaching and non-teaching personnel. It includes mechanisms for reporting incidents, conducting investigations, enforcing disciplinary actions, and ensuring confidentiality, fairness, due process, and protection for affected individuals.
These measures promote a safe, respectful, and discrimination-free working environment.
PCM-HR-08-00 Open and Responsible Communication (Whistle Blowing Policy)
Effectivity Date: 15 January 2024
Mapúa University maintains a formal mechanism that enables employees to report misconduct, unethical behavior, abuse of authority, fraud, discrimination, policy violations, and other workplace concerns through its Open and Responsible Communication (Whistle Blowing Policy).
The policy allows employees to disclose concerns responsibly, including anonymously when appropriate, while promoting transparency, accountability, and ethical behavior throughout the institution.
RG-HR-45-01 Charter for Employee Discipline
Effectivity Date: 01 February 2024
The Charter for Employee Discipline establishes fair and consistent procedures for handling disciplinary concerns involving teaching and non-teaching personnel.
The policy guarantees:
- Due process
- Written notification of charges
- Opportunity to respond
- Presentation of evidence
- Access to representation
- Impartial evaluation and resolution of cases
These measures ensure that employees have access to a structured and equitable process for addressing employment-related concerns and disciplinary matters.
Labor Rights and Collective Bargaining
Collective Bargaining and Labor-Management Relations
Mapúa University recognizes the rights of employees to organize and participate in collective bargaining.
The University maintains two recognized collective bargaining units:
- Faculty Association of Mapúa Institute of Technology (FAMIT)
- Mapúa Institute of Technology Labor Union (MITLU)
These unions represent eligible faculty and non-teaching employees and are covered by separate Collective Bargaining Agreements (CBAs). The agreements establish employee benefits, working conditions, and terms of employment through negotiated processes.
The Faculty Association of Mapúa Institute of Technology represents faculty members, while the Mapúa Institute of Technology Labor Union represents non-teaching employees. The CBAs cover permanent employees, except confidential personnel and school deans, and establish employee benefits and other terms of employment. This formal recognition supports employees’ freedom of association and collective bargaining rights without distinction based on gender.
The University conducts regular consultations, informal dialogues, and Labor Management Council (LMC) meetings with employee representatives. Through good-faith negotiations and transparent communication, management and unions collaborate to develop agreements that are fair and equitable to all concerned.
According to labor-management relations records, 51% of employees were covered by Collective Bargaining Agreements in 2024.
Protection Against Forced Labor, Child Labor, and Exploitation
RG-HR-49-01 Child and Forced Labor
Effectivity Date: 25 January 2025
Mapúa University affirms its commitment to protecting human rights and promoting ethical employment practices through its Child and Forced Labor Policy (RG-HR-49-01).
In accordance with national labor laws and international labor standards, the University strictly prohibits:
- Child labor
- Forced labor
- Human trafficking
- Coercion
- Modern slavery
- Involuntary servitude
- Exploitation
The policy prohibits the recruitment, sourcing, selection, or hiring of individuals below the legally authorized working age and does not tolerate any form of forced labor or trafficking-related practices.
Through this policy, the University promotes human dignity, protects vulnerable groups, and ensures a safe and respectful working environment for all employees.
Outsourcing and Protection of Workers’ Rights
RG-HR-02-04 Job Contracting
Effectivity Date: 25 January 2025
Mapúa University ensures that outsourced and contracted personnel receive protections consistent with Philippine labor laws through its Job Contracting Policy (RG-HR-02-04).
The policy governs the engagement of independent contractors for collateral services such as:
- Janitorial services
- Security services
- Construction services
- Maintenance services
Contractors must be duly registered and accredited by the Department of Labor and Employment (DOLE).
The policy guarantees protections for contracted personnel including:
- Safe working conditions
- Weekly rest periods
- Meal breaks
- Compliance with wage regulations
- Occupational health and safety protections
- Protection from work-related injury and illness
The University also ensures that core academic and administrative functions are not outsourced, maintaining compliance with labor regulations while protecting worker rights.
Disability Accommodation and Inclusive Employment
RG-HR-51-01 Disability Accommodation
Effectivity Date: 25 January 2025
Mapúa University provides equal employment opportunities for persons with disabilities through its Disability Accommodation Policy (RG-HR-51-01).
The policy prohibits discrimination in:
- Hiring
- Promotion
- Compensation
- Training
- Employment conditions
Reasonable accommodation measures include:
- Accessible facilities
- Flexible work schedules
- Workplace safety enhancements
- Health monitoring
- Counseling support
- Workplace adjustments
These provisions support inclusive participation and equitable treatment within the workplace.
Employee Welfare and Family Support
RG-HR-54-00 Maternity and Paternity Policy
Effectivity Date: 25 January 2025
Mapúa University supports employees through family-friendly leave provisions under its Maternity and Paternity Policy (RG-HR-54-00).
Maternity Benefits
Eligible female employees are entitled to:
- 105 days paid maternity leave for childbirth
- 120 days paid maternity leave for solo parents
- 60 days paid leave for miscarriage
- Optional additional 30 days unpaid leave
Paternity Benefits
Eligible married male employees are entitled to:
- 7 days paid paternity leave per childbirth or miscarriage
- Additional leave arrangements permitted under applicable laws
These provisions support work-life balance, employee well-being, and family responsibilities while promoting gender-responsive workplace practices.
Occupational Health and Safety
Workplace Health and Safety Program
Mapúa University considers the health and safety of students, faculty, staff, and employees a top priority.
The University implements health and safety protocols in accordance with the guidelines and requirements of:
- Commission on Higher Education (CHED)
- Department of Health (DOH)
- Department of Trade and Industry (DTI)
Institutional measures include:
- Regular safety drills
- Emergency preparedness programs
- First aid training
- Disaster response procedures
- Pandemic response measures
- Health and safety awareness campaigns
- Clinic services provided by healthcare professionals
Policies and emergency procedures are maintained for:
- Fires
- Earthquakes
- Floods
- Bomb threats
- Public health emergencies
- Pandemic events
Health and safety reminders are communicated regularly through websites, email advisories, social media platforms, and institutional bulletins.
The University also maintains campus clinics staffed by healthcare providers to address injuries, illnesses, and emergency situations occurring within University premises.
According to institutional health and safety records, Mapúa University reported 535,626 safe man-hours and conducted four safety drills, demonstrating its ongoing commitment to occupational health and safety management.
Labor Laws, Human Rights, and Anti-Bullying Measures
Mapúa University upholds human rights and labor standards through compliance with national laws governing employment, workplace conduct, and employee welfare.
The University does not tolerate:
- Bullying
- Harassment
- Discrimination
- Forced labor
- Child labor
- Violence in the workplace
Anti-bullying provisions are incorporated into institutional manuals and procedures, with established mechanisms for reporting, intervention, remedial action, and disciplinary sanctions where necessary.
To strengthen awareness and compliance, the University regularly conducts orientations, briefings, seminars, and information campaigns for employees and students regarding institutional policies, workplace standards, employee responsibilities, and human rights protections.
