8.2.2. EMPLOYMENT PRACTICE UNIONS
8.2.2. EMPLOYMENT PRACTICE UNIONS
Tashkent State University of Oriental Studies, as an organization, recognizes trade unions and labor rights for all employees, including women and foreign staff.
The trade union operates on the basis of the “Collective Agreement”.
A collective agreement is a regulatory document that governs labor, socio-economic, and professional relations between the employer and employees within an organization.
III. LABOR CONTRACT. EMPLOYMENT GUARANTEES
- Individual labor relations between the employee and the employer arise on the basis of a labor contract concluded between them in accordance with the Labor Code of the Republic of Uzbekistan.
- Termination of an employee’s labor contract at the initiative of the employer is not permitted without the prior consent of the trade union committee (Labor Code, Article 164).
- At the written request of the employee, unpaid leave may be granted, the duration of which is determined by mutual agreement between the employee and the employer. However, the total period of such unpaid leave, whether continuous or accumulated, must not exceed three months within a calendar year from the date the last unpaid leave was granted.
Tashkent State University of Oriental Studies has adopted and implemented a Procedure for the Recruitment of Academic Staff to ensure a transparent, fair, and merit-based hiring process.
As a primary organization, the university trade union committee protects the rights of employees, including women and foreign workers, through its elected and collegial bodies by implementing the following measures:
- Providing material and moral encouragement to trade union members within available resources and from extra-budgetary funds;
- Paying greater attention to providing material assistance to needy members of the workforce, retired veterans of labor, and persons with disabilities from extra-budgetary funds;
- Providing material incentives, based on recommendations of faculty, department, and division heads, to long-serving employees of the university on the occasions of their 60th, 70th, and 80th jubilees, as well as when retiring;
- Allocating financial assistance for weddings of employees or their children, depending on the employee’s length of service at the university;
- Providing material support, considering the university’s financial capacity, in case of death of employees (themselves or their parents, spouses, children) and during funeral ceremonies;
- Providing assistance in other emergency situations affecting employees’ financial situation (prolonged illness, various accidents, financial difficulties);
- Providing material rewards to authors of new textbooks and teaching manuals after their publication, etc.
Within the framework of social protection and material assistance, based on the decision and recommendation of the university trade union council, in 2025 the university administration allocated a total of 252,799,304 UZS from extra-budgetary funds to 66 professors, teachers, and staff members for family support, weddings and ceremonies, health recovery, and purchase of medicines.
Besides, due to difficult family circumstances, parents’ death, financial hardship, and disability, as well as for tuition payments, 6 students received a total of 21,750,966 UZS in material assistance from extra-budgetary funds.
In 2025, the university allocated UZS 1,580,457,200 from its extra-budgetary funds as holiday bonus payments to 321 staff members.
This year, the university also allocated 7,717,507,000 UZS in salary supplements for 262 professors, teachers, and administrative staff.
During the 2024–2025 academic year, for achieving high results, winning honorable places in competitions at university, city, and national levels, and for active participation in public works, the university awarded 196,603,445 UZS as material incentives to students.
In 2025, a total of 58 professors, teachers, and staff members were granted unpaid leave.
The university trade union committee also fulfilled its commitments regarding social benefits and guarantees by implementing the following:
- In 2025, 65 professors, teachers, and staff members were sent, together with their family members, to sanatoriums and recreational centers across the country for health recovery and rest, financed by the trade union committee and social insurance funds.
The following benefits and guarantees were provided for female staff members:
- Childcare leave was counted toward the employment service record for 60 female staff members.
- Maternity leave was extended for 6 staff members.
Additional nursing breaks were provided to female staff members with children under the age of two. Reduced working hours were granted to female staff members with children under the age of three.
The Trade Union Committee of Tashkent State University of Oriental Studies contributes to the achievement of SDG 8 by ensuring decent work conditions, protecting labor rights, and supporting all employees, including women and foreign staff. Through material assistance, social protection measures, and motivation programs, the university promotes inclusive growth, enhances staff well-being, and strengthens economic resilience.
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