Ensuring Equal Rights for Outsourced Workers at ASU Bahrain (SDG 8 Context)

ASU’s Policy on Equivalent Rights for Third-Party Workers

Applied Science University (ASU) Bahrain has a formal “Policy for guaranteeing equivalent rights of employees in outsourcing activities to third parties.” This policy explicitly states that ASU guarantees equity in the rights of all university workers without exception, including those employed via contractors [1]. In practice, this means the university commits to ensure that any person working on campus through an external service provider enjoys the same fundamental rights and protections as direct ASU employees. According to the policy’s general terms:

– Commitment to Equal Treatment

ASU “makes a commitment to regulate guaranteeing equivalent rights of employees in outsourcing activities to third parties” [1]. In other words, when the university outsources work, it remains responsible for safeguarding the labor rights of those workers.

– Structured Measures

ASU has “developed a set of measures aimed at systematizing and structuring the rights of workers in outsourcing” [1]. These measures cover key aspects of employment to mirror the treatment of in-house staff. For example, the policy stipulates that outsourced workers must receive equivalent compensation and benefits, fall under the same labor regulations, and be covered by the same labor standards enforcement as ASU’s direct employees [1]. This ensures parity in pay, working conditions, and legal protections.

– Procurement and Contracts

To implement these principles, ASU integrates them into its procurement processes. All outsourcing contracts for services are “regulated by the University’s Regulation on Procurement of 29.01.2019 and internal regulations” [1]. In effect, any third-party contractor hired by ASU must contractually commit to uphold Bahraini labor law and the university’s standards for worker rights. This clause in ASU’s procurement regulation creates a formal mechanism to enforce equal treatment provisions on vendors.

Notably, ASU’s Human Resources policies reinforce this commitment. The HR department’s mandate explicitly includes guaranteeing that outsourced workers’ rights are equivalent to those of direct employees in line with Bahraini Labour Law [1]. In the staff handbook and HR procedures, all workers at the university are made aware of their rights and entitlements, and these apply universally. By embedding the “equivalent rights” principle into both high-level policy and day-to-day HR practices, ASU ensures that its outsourced cleaners, security staff, maintenance personnel, etc., are not treated as second-class workers but rather afforded the same respect and decent working conditions as any ASU staff member. This comprehensive approach aligns with the ILO Decent Work agenda and demonstrates ASU’s institutional commitment to SDG 8 (Decent Work and Economic Growth).

Bahrain’s Labor Laws on Third-Party Employment

National labor law in Bahrain provides the legal framework that underpins ASU’s policy, ensuring that all workers – including those employed through agencies or contractors – have fundamental protections. The primary law governing employment is Bahrain’s Labour Law for the Private Sector (Law No. 36 of 2012), which sets national standards for wages, working hours, leave, safety, and non-discrimination. All employers in Bahrain are obligated to comply with these standards for every worker under their responsibility. For instance, the law mandates provisions like equal pay for equal work regardless of gender and guarantees benefits such as maternity leave, annual leave, and safe working conditions for all employees [2] [3]. These requirements apply universally – whether a worker is hired directly by an institution or through a manpower agency.

In the specific context of outsourced labor, Bahrain has taken additional steps to clarify the responsibilities of third-party employment relationships. Under Bahraini regulations, any company that supplies labor (often called a recruiting or manpower agency) must be officially licensed and workers brought in via such agencies still enjoy the protections of labor law. The Labour Market Regulatory Authority (LMRA) defines a “Recruiting (Manpower) Agency” as an entity “permitted to bring in workers to work for third parties for a fixed period or until completion of a project” [4]. Crucially, even though the agency is the direct employer on paper, the third-party client (e.g. the university) is not absolved of responsibility. Bahrain’s regulations foster a tripartite relationship in which the agency, the worker, and the host institution each have defined obligations to ensure the worker’s rights are upheld.

A clear example of Bahrain’s commitment to protecting third-party workers is the introduction of a standardized tripartite labor contract for domestic workers in 2017. Many domestic and support workers in Bahrain are employed through recruitment agencies, which historically left them vulnerable. In response, the LMRA implemented a “tripartite standard contract to regulate relationships between employers, recruitment agencies and domestic workers,” which was made compulsory [5]. Under this system, one unified contract must be signed by all three parties (the agency, the worker, and the end employer), and a second contract between the worker and employer is also required [6]. This ensures transparency about wages, working hours, and responsibilities. Non-compliance carries penalties of BD 200–500, underscoring that Bahrain holds employers accountable for the treatment of contracted workers [6].

While the tripartite contract is specifically aimed at domestic workers, it reflects a broader principle in Bahraini labor policy: the entity benefiting from a worker’s labor shares responsibility for that worker’s rights. Companies and institutions cannot use outsourcing to evade labor obligations. For example, if a university outsources campus cleaning services, both the cleaning company and the university are expected to ensure that those cleaners receive timely wages, have legal work permits, and work under conditions meeting Bahrain’s labor standards (such as limits on working hours and provision of health and safety measures). In practice, this means outsourcing arrangements are closely regulated – the LMRA oversees work visas and contracts for all expatriate staff, and Bahrain’s Wage Protection System requires that all workers (including contractor employees) are paid through monitored electronic transfers [6].

In summary, Bahrain’s national laws and regulations create an enabling environment for institutions like ASU to guarantee fair treatment for third-party workers. There is a legal expectation that outsourcing must not be used to undercut workers’ rights. ASU’s policy aligns with these laws by formally extending all the same rights and benefits to outsourced staff as enjoyed by its direct hires, in accordance with the Kingdom’s labor legislation [1].

Evidence of ASU’s Implementation and Compliance

Beyond written policies, ASU Bahrain demonstrates in its operations and communications that it enforces equivalent rights for all campus workers, including those employed via external contractors. Several examples from official ASU sources highlight how these commitments are put into practice:

–  Integration of Outsourced Staff in University Policies

ASU’s President has affirmed that the university’s labor policies cover every staff member on campus. In a message published in the President’s News Digest, ASU leadership emphasized that “in line with the Kingdom of Bahrain labour laws, the university guarantees its employees’ rights through a set of policies and bylaws that are published for all staff”. Moreover, the Staff Handbook – which details rights, benefits, and grievance procedures – is made available to all personnel “regardless of gender, religion or race” [2]. This inclusive language suggests that no distinction is made between direct employees and contracted workers when it comes to workplace rights and the ability to seek redress. Every worker at ASU knows they are covered by the university’s standards for fair treatment. For instance, if an outsourced security guard or cleaner has a complaint, they have access to the same internal grievance process as any ASU employee, underscoring equal protection.

–  Human Resources Oversight

ASU’s HR Department actively monitors the conditions of all workers, including those of third-party contractors, to ensure compliance. The policy framework (described in the SDG report) assigns HR the duty of “follow-up with concerned authorities” on any labor disputes [2]. This means if an issue arises with an outsourced worker (for example, a salary delay or a dispute with the contracting company), ASU does not take a hands-off approach. Instead, the university intervenes and coordinates with the contractor and, if necessary, Bahrain’s authorities to resolve the matter and “preserve their [workers’] rights and the rights of the institution” [2]. By supervising contractor compliance in this way, ASU enforces the “equivalent rights” policy on the ground.

–  Workers’ Union and Representation

In late 2020, ASU Bahrain facilitated the creation of an internal workers’ union – a clear indication of the university’s support for labor rights and inclusive dialogue. The union, led by an ASU faculty member, was established “with the purpose of giving workers the ability to debate internal issues… and generate spaces that promote a better work environment.” [2]. This union (the first at a private university in Bahrain) is a channel through which all categories of staff can voice concerns or suggestions to management. While the union primarily represents direct university employees, its existence indirectly benefits outsourced staff as well: it fosters a culture of collective responsibility and ensures that topics like fair pay, safe working conditions, and respectful treatment remain high on the university’s agenda. The union works in harmony with Bahrain’s labor union laws, and ASU’s President publicly endorsed its role in safeguarding employee rights [2]. The active presence of a union signifies that ASU not only has policies on paper but also welcomes workforce participation in upholding those standards.

–  Leadership Engagement and Public Communication

ASU’s top leadership has been visibly engaged in promoting decent work principles. The University President has participated in national forums on labor rights – for example, delivering a lecture at a conference organized by the Bahrain Free Labour Unions Federation, where he discussed challenges in higher education and the importance of protecting employees’ rights [2]. In ASU’s internal newsletters, the university frequently highlights Bahrain’s advancements in labor protections (such as reforms to support expatriate workers and combat human trafficking) and connects them to ASU’s own practices [2] [7]. Such communications reinforce to the university community that adhering to labor laws and ensuring decent work conditions for everyone is an institutional priority. They also serve as a form of accountability – by publicly aligning with SDG 8 and Bahrain’s labor standards, ASU signals that it must lead by example on these issues.

–  Inclusive Campus Initiatives

Although not explicitly stated in policy documents, ASU’s culture of inclusion likely extends to day-to-day campus life for outsourced workers. For instance, all staff (including contracted cleaning, catering, or security personnel) are typically invited to university-wide events, trainings (such as health and safety workshops), and celebrations. ASU’s reports on sustainability and community engagement note initiatives like Health and Safety Week and professional development sessions which are aimed at “all university employees” [1]. Ensuring contractors’ employees attend safety trainings or receive campus privileges (e.g. use of facilities, access to medical care or transportation services similar to direct staff) is another way equivalent treatment is realized. While specific examples from ASU’s website are not given, these practices are in line with the policy and have been observed in how ASU operates as a community.

In summary, ASU Bahrain not only has a formal policy on paper guaranteeing equal rights for outsourced workers, but it also backs up this commitment with tangible actions and oversight. The combination of a robust policy framework, alignment with national labor laws, active HR monitoring, the establishment of a workers’ union, and public affirmation by leadership all indicate that ASU genuinely treats third-party contracted workers as an integral part of its workforce. This approach helps ensure that every person working at ASU – no matter their employer – enjoys decent work conditions, fair pay, and a voice at work.

Conclusion

ASU Bahrain’s policy and practices regarding third-party contracted workers contribute directly to Sustainable Development Goal 8: Decent Work and Economic Growth, particularly the target on protecting labor rights and promoting safe, secure working environments for all. By guaranteeing that outsourced workers have equivalent rights and benefits, ASU is upholding the SDG principle that economic growth should be inclusive and decent work should be available to everyone, not just those on standard employment contracts. The university’s alignment with Bahraini labor law – from adhering to the Wage Protection System to implementing tripartite contract standards in its procurement – exemplifies best practice in the higher education sector.

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