Child Labour and Forced Labour Policy
Lingnan University sets the basic rights of employees and guidelines for environmental stewardship based on internationally recognized standards. We have zero tolerance for any form of modern slavery, including child labour, forced labour and human trafficking.
Based on the internationally recognized standards of the International Labour Organization (ILO), child labour is the work that deprives children of their childhood, their potential and their dignity and is harmful to their physical and mental development. The worst forms of child labor involve enslavement, separation of children from their families and exposure to hazardous conditions.
In keeping with the ILO Convention 138, employment of children who are under 15 years of age and have not completed compulsory schooling is not allowed. In addition, work that jeopardizes their physical, mental or psychological well-being may not be carried out by persons under the age of 18. The University will verify the age of applicants for employment by requiring presentation of valid identification issued by an official authority prior to employment. A copy of such identification and all other legally required documentation are kept on file during the period of employment.
In accordance with the ILO Convention No. 29, forced labour refers to any work or service performed involuntarily under threat of penalty. The University takes a firm stand against all forms of forced labour and lives up to its sense of social responsibility. The no forced labour policy is enforced for all types of employment.
Pay Scale Equity
The University is an equal opportunities employer, and prohibits discrimination and harassment of any kind. All employment decisions are based on operational needs, job requirements, individual qualifications and work performance, without regard to race, colour, religion, sex, sexual orientation, gender identity, national origin, age, marital status, disability or other non-merit factor.
The University follows the principles of Equal Pay for Equal Work (EPEW) and Equal Pay for Work of Equal Value (EPEV).
Under EPEW, a female employee is entitled to equal pay when she is doing the “same work” or “like work” as that of a male employee, even though the job titles or contractual obligations are different. “Like work” means work which is of a broadly similar nature and where the differences in task performed are indiscernible and not of practical importance as far as the demands on the worker are concerned.
Under EPEV, there should be a consistent criteria to be used in determining the terms and conditions of employment for the treatment of men and women performing work of equal value for the same employer.
The University’s pay policy supports EPEW and EPEV and adopts the job evaluation system as a basis for the grading and pay structure. The job evaluation system is a systematic and gender-neutral method for assessing and comparing the value of different jobs objectively, and provides a means to check and demonstrate we are providing EPEW and EPEV.