8.2.9. EMPLOYMENT PRACTICE LABOUR RIGHTS
8.2.9. EMPLOYMENT PRACTICE LABOUR RIGHTS
At Tashkent State University of Oriental Studies (TSUOS), the labour rights of all employees, including women and international staff, are fully recognised, protected, and implemented in accordance with the Labour Code of the Republic of Uzbekistan, as well as internal official documents such as the Collective Agreement, University Charter, and other regulatory procedures. These documents collectively guarantee employees’ rights to freedom of association, collective bargaining, and fair resolution of employment-related issues.
In line with these principles, TSUOS ensures that all staff members have equal access to mechanisms that protect their professional and social rights. If the concern is related to labour disputes between the employer and employees, the process is governed by Paragraph 14 of the Collective Agreement – XIV. Settlement of Labor Disputes. This section stipulates that the parties to the agreement, recognizing the principles of social partnership, undertake to take measures to prevent any disputes arising in the implementation of the collective agreement. All disagreements must be resolved based on mutual trust and respect and in accordance with the legislation of the Republic of Uzbekistan. Individual labor disputes and conflicts are reviewed by a Labor Disputes Commission, consisting of six members (three representatives from each side — the employer and the trade union committee), which is established for the duration of the Agreement on an equal basis. The Commission operates in full compliance with national laws and the Regulations developed in line with the recommendations approved by the Council of the Federation of Trade Unions of Uzbekistan and the Chamber of Commerce and Industry of the Republic of Uzbekistan (dated January 12, 2015, No. 20-66c; January 15, 2015, No. 01-SP), and agreed upon with the Ministry of Employment and Labor Relations.
Moreover, the university upholds the right of every employee to fair evaluation and appeal, ensuring transparency and accountability in employment practices. In accordance with the Procedure for Evaluating the Activities of Management Personnel and Employees, as well as Professors and Teachers, the performance of all staff — regardless of gender or nationality — is assessed based on clear and measurable Key Performance Indicators (KPI). If an employee, including international or female staff, disagrees with the evaluation results, they have the right to submit a written appeal to the Human Resources Department within 24 hours after the announcement of results. Following this, by the order of the Rector, an Appeals Commission is established to review both quantitative and qualitative indicators of the evaluation.
The Appeals Commission’s meetings are valid if at least two-thirds of its members are present, and all decisions are adopted through an open and transparent voting process. The use of special technical means (such as audio and video recordings or photographs) during these meetings is permitted to ensure transparency and accountability. The results of the voting are determined by the majority of votes, and in case of a tie, the vote of the Chairperson is decisive. Based on the review of appeals, the Appeals Commission makes one of two possible decisions: to confirm or to revise the evaluation results. If a decision is made to revise, the employee’s score is adjusted in accordance with the level and complexity of the assigned tasks, and the change is recorded in the official minutes approved by the Chairperson.
Through these mechanisms, TSUOS guarantees that every employee — regardless of gender, position, or nationality — enjoys equal labour rights, including the right to associate freely, to participate in collective bargaining, and to appeal administrative or evaluative decisions. These processes are firmly grounded in the Labour Code of the Republic of Uzbekistan and supported by the university’s internal legal framework, ensuring that TSUOS remains a workplace that respects decent work principles, social dialogue, and fair treatment for all staff.
Social networks:
