8.2.2 Employment practice unions

As a private higher education institution, Assumption University does not have a labor union or labor federation. However, the University has established formal personnel management and employee protection mechanisms to address employment-related concerns, safeguard staff rights, and promote fair treatment in the workplace.

These mechanisms include university committees responsible for personnel administration and employment-related matters, as well as formal procedures for submitting and handling complaints. Through these channels, staff can raise concerns and seek appropriate consideration of employment-related issues. The University’s established governance and complaint-handling mechanisms provide institutional channels for addressing personnel concerns transparently and appropriately.

While these mechanisms do not constitute a substitute for a labor union, they demonstrate the University’s approach to staff protection, participation, and the resolution of employment-related concerns. Further evidence of policies or provisions explicitly recognizing freedom of association and collective bargaining would be necessary to demonstrate alignment with the full requirements of this indicator.

1 , Assumption University Regulations on Personnel Administration B.E. 2550, Section 2, Item 6-7

Assumption University has established a Personnel Administration Committee, chaired by the Vice President and comprising four faculty representatives, three representatives from the academic support staff, and the Director of the Office of Human Resources Management, who serves as Member and Secretary. The Committee functions as a formal participatory mechanism through which employee representatives are involved in personnel administration processes. It provides a platform for staff representatives to contribute to discussions and deliberations on matters relating to employment, working conditions, staff welfare, and human resource development. In addition, the Committee promotes constructive communication and collaboration between employees and the University administration, ensuring that personnel-related issues are addressed through a structured and inclusive governance framework.

2  Assumption University Regulations on the Code of Ethics for the Chairman of the University Council, University Council Members, Administrators and Personnel of Assumption University, and Students of Assumption University, B.E. 2564 (2021), Section 6, Item 63

The University Council is responsible for appointing the Governance and Ethics Committee, which includes representatives from both academic staff and academic support staff as committee members. The Committee is responsible for oversight, review, and safeguarding the rights and interests of personnel at all levels of the University.

As of May 2026, Assumption University monitors and compares average salaries by gender at both the overall and job-category levels to support the assessment of pay equity. The analysis shows that female employees have higher average salaries than male employees across all reported categories. This indicates that the data do not show a pattern of female employees being disadvantaged in terms of average salary relative to male employees in the groups analyzed. The University can use these findings to monitor its pay structure and support the ongoing review of fair and equitable compensation practices.

Gender Pay Equity: Average Monthly Salary Comparison

Assumption University has established comprehensive formal mechanisms to protect employees’ rights, receive and address complaints, and provide an appeal process. These mechanisms aim to promote transparency, ensure fairness, and facilitate effective remedies for affected parties. They consist of two main mechanisms:

Mechanism 1: Complaints and Appeals under the Personnel Administration Regulations B.E. 2550 (2007), Section 13, Item 55–59

– Right to File a Grievance (Item 55): Employees have the right to file a grievance when they believe they have been treated unfairly or have been deprived of their legitimate rights or entitlements. Grievances may concern personal matters or working conditions and may be submitted through the employee’s direct chain of command or in writing to the Protection Committee within 30 days.

– Right to Appeal Dismissal Orders (Item 56): Employees have the right to appeal an order or disciplinary decision concerning dismissal to the Protection Committee within 30 days from the date on which they are notified of the order.

– Right to Object to Committee Members with Conflicts of Interest (Item 57): Appellants and complainants have the right to object to any member of the Protection Committee who has a conflict of interest in the matter under consideration, thereby safeguarding impartiality and fairness in the review process.

– Fair Review Process (Item 58): The Protection Committee is required to obtain the University’s written explanation within 15 days (extendable by up to 15 days), send a copy to the complainant and allow them to submit additional statements within seven days before convening a meeting to consider appropriate means of resolving the dispute. Any agreement reached must be documented in writing. If no agreement can be reached, a decision must be issued and communicated within 10 days. Either party that disagrees with the decision may bring the case to the Labour Court within 90 days (Item 58(5)).

– Protection of Complainants against Retaliation (Item 59): The University is prohibited from using the filing of a grievance or appeal as grounds for terminating an employment contract, transferring an employee to another position, or taking any action that prevents the employee from continuing to perform their duties.

Mechanism 2: Assumption University Complaint Management Handbook (Committee on Governance and Ethics)

The Complaint Management Handbook was developed by the Committee on Ethics and Morality of Assumption University under the University’s Code of Ethics B.E. 2564 (2021). It serves as an operational guideline for addressing complaints concerning work practices and ethical conduct in a transparent and fair manner.

– Complaint Submission Channels: Complaints may be submitted in person to the Office of Human Resource Management (HRM), a School secretary, or the Student Affairs Office; through complaint boxes located at individual Schools; by email to hrm@au.edu; or by telephone at 02-300-4553, extension 1103.

– Preliminary Review and Appointment of an Investigation Committee: Relevant officers conduct an initial review of the facts and applicable legal provisions within three days. If necessary, they coordinate with the complainant to ensure that the complaint is complete within seven days. Once the complaint is complete, arrangements are made to appoint an investigation committee within seven days.

– Investigation and Notification of Outcomes: The investigation committee must complete its review within 90 days, with an extension of no more than an additional 90 days where necessary. Mediation or the gathering of additional evidence must be conducted within 30 days. The committee must prepare and submit its investigation report to the authorized decision-maker within 15 days. The outcome must then be communicated in writing to the complainant and relevant parties within seven days.