SDG 8. Decent Work, and Economic Growth

• Centre for Research on the Field of Human Resources, Management and Marketing, Faculty of Sociology and Social Assistance
• Research Centre in Applied Ethics, Faculty of Philosophy
• Human Rights Center, Faculty of Law
• Centre for Administrative, Cultural, and Economic Studies
• Centre for Reference and Information in Professional Practice and Entrepreneurship
• Centre for Studies in Competition Law, Faculty of Law
• The Advanced Scientific Computing Center of the University of Bucharest

• Skills4Retail – Accelerating the Triple Transition in European Retail through Skills
• Direct Experience in HR. From Theory to Practice for University of Bucharest Students
• SMARTBUSINESS UB Students and Graduates: Successful Entrepreneurs, Sustainable Entrepreneurs
• ReACT – Researchers’ act: training for psychological flexibility and work-related stress management

At the University of Bucharest, salaries are paid in compliance with the national regulations in force. According to the document on salary income transparency published on the UB website, employees are paid at least the minimum gross salary in the country. In addition, these are applicable pay scales for didactic and auxiliary posts.

According to Article 29(1) of the UB Charter, university community members have the right to establish or belong to student, trade union, professional and cultural, national and international associations and organisations, and legally constituted political organisations. The UB has three labour unions which defend and promote the interests of its members. Recognition of the right of employees to belong to trade unions is also provided for in the UB’s Internal Regulations, Article 67 (lit. m): “Employees shall have the following rights in particular: … the right to form or join a labour union”. Also, Art. 149 (1), lit. j of the Internal Regulations  states that “It is prohibited to discriminate through the use by the employer of practices that disadvantage persons of a particular sex, concerning labour relations, concerning the right to join a trade union and access to the facilities granted by it“.

The University of Bucharest has a policy of ending discrimination in the workplace.

• Following this line, through its internal regulations, establishes a series of rules to promote non-discriminatory behaviour in the workplace. Thus, Chapter IX of the UB Internal Regulations (Rules regarding compliance with the principle of non-discrimination and the elimination of any form of violation of dignity), establishes in articles 140-154 the rules on the respect of the principle of non-discrimination and the elimination of any form of violation of dignity.
• According to Art. 11, para. 2, lit. d of the Code of Ethics and Deontology of the University of Bucharest, it is forbidden “Discrimination, understood as any distinction, exclusion, restriction or preference, based on race, nationality, ethnicity, language, religion, social category, beliefs, sex, sexual orientation, age, disability, illness of any kind, membership of a disadvantaged category, as well as any other criterion which has the purpose or effect of restricting, eliminating the recognition, use or exercise, on equal terms, of human rights”.
• The UB Charter also states, in Article 7(1), that “Academic freedom does not justify defamatory language, obscene behaviour, discrimination based on ethnicity, race, gender, age, social origin, religion, political opinions, sexual orientation, or other conduct lacking ethical integrity.”

The University of Bucharest has a policy commitment against forced labour, modern slavery, human trafficking, and child labour.

• The University of Bucharest enforces the legal regulations in force, among which we mention Law 53/2003 – Labour Code, which states in Article 4, paragraph 1, that “Forced labour is prohibited.”
• We include here the regulations and fundamental documents of the UB that regulate such practices:
• The Internal Regulations, Chapter IX – Rules regarding compliance with the principle of non-discrimination and the elimination of any form of violation of dignity: “The dignity of employees must be respected at all times. Any person who violates the dignity of other employees by creating a degrading, intimidating, hostile, or humiliating environment shall be subject to an administrative investigation conducted by the University’s management and shall be sanctioned in accordance with the applicable regulations.” (Art. 154)
• Code of Ethics and Deontology of the University of Bucharest, art. 11 para. 1 and 2, oblige members of the university community “to behave in a way that excludes, both offline and online, the formulation in writing or verbally of biassed opinions, the use of vulgar, offensive, irreverent language, as well as harassment, threats, humiliation, intimidation, bullying, attacks on the person, misinformation, slander or denigration of the University of Bucharest, of the faculties, of persons in their own institution, of students or the academic community as a whole. Expressly, the following are prohibited:

(a) Verbal or written insult;

(b) Abuse of power;

(c) Harassment, understood as degrading, intimidating or humiliating conduct that interferes with a person’s ability to carry out his or her professional and scholarly activities in a natural manner or to exercise his or her rights, regardless of the forms it may take (such as sexual harassment, systematic harassment, and the like);

(d) Discrimination, understood as any distinction, exclusion, restriction or preference based on race, nationality, ethnicity, language, religion, social group, belief, sex, sexual orientation, age, disability, disease of any kind, membership of a disadvantaged group, or any other criterion which has the purpose or effect of impairing or nullifying the recognition, enjoyment or exercise, on an equal footing, of human rights.”

The University of Bucharest enforces the legislation in force in all its activities, including transfers. Thus, according to Article 3, paragraph 9 of the Collective Labour Agreement, “All employees who perform work are recognised as having the right to equal pay for their work, the right to collective negotiations, the right to protection of personal data and the right to protection against unlawful dismissal.” Article 38, paragraph 1 of the same document states, “Delegated teaching staff from the establishments listed in Annexe No. 2 accompanying students to regional, national and international competitions shall be entitled to free transport, accommodation and daily subsistence allowance as provided by law. The reimbursement of these sums by the employer shall be made in compliance with the law.” In addition, according to the UB Internal Regulations, employees have the right to protection in the event of dismissal (art. 67, lit.j).

The University of Bucharest complies with the regulations of the Law on Equal Opportunities and Equal Treatment for Women and Men, references regarding this law being found in the UB Internal Regulations. Thus, according to Art.147 (lit.a, b, c): “At the University of Bucharest, all necessary measures shall be taken to ensure compliance with the Law on Equal Opportunities and Equal Treatment for Women and Men by:  taking into consideration the different capacities, needs, and aspirations of male and female employees and ensuring their equal treatment; eliminating practices that disadvantage persons of a particular sex; prohibiting discrimination based on sex with regard to access to professional training, occupational health and safety, and information”; “In order to eliminate all forms of discrimination, the University of Bucharest adopts measures aimed at: a) protecting disadvantaged individuals who do not benefit from equal opportunities; b) providing mediation through the amicable resolution of conflicts arising from acts or incidents of discrimination”. (Art.143, lit.a, b).

The payment of salaries to the employees of the University of Bucharest is carried out in compliance with the legislation in force. Therefore, there are no salary differences based on gender, an aspect also regulated by the Internal Regulation, art. 148, lit.c, g: “Equal opportunities and equal treatment for women and men in employment relationships shall mean non-discriminatory access to: equal pay for work of equal value […] benefits other than salary-related remuneration, as well as to public and private social security schemes”.

At the University of Bucharest, there is a process for employees to appeal for employee rights and/or pay.

• They can address the University Ombudsman whose “role is to provide members of the university community and the technical-administrative staff of the University, in conditions of complete confidentiality, with independent and impartial advice, as well as information on the resolution of disputes and problems, with special reference to cases of violation of the rights and freedoms provided for by the Law, this Charter and university regulations, for the resolution of disputes in the workplace” (UB Charter, art. 140, para. 1). Members of the UB academic community whose rights and freedoms have been infringed in the course of their work at the University may contact the Ombudsman by submitting requests, complaints or audience requests.
• According to the Internal Regulations, UB employees have the right to submit petitions concerning their work and problems arising in the workplace (art. 122, lit. a), and “the employer’s legal representative is obliged to notify the employee of the reply, as a rule within 30 days of the date of submission of the request or complaint” (art. 73, para. 4).