Living Wage and Staff Compensation at ASU Bahrain

Bahrain’s Wage Standards and “Living Wage” Definition

Bahrain’s government does not mandate a universal living wage for all workers. However, a few reference points help define a baseline wage level in the local context:

-No Private-Sector Minimum Wage

Bahrain’s labor law (Law No. 36 of 2012) imposes no statutory minimum wage for private-sector employers [1]. Wages in private institutions (like ASU, a private university) are generally set by market agreements and contracts.

-Government and National Minimums

For Bahraini nationals in certain sectors, the government sets basic salary guidelines. Notably, BHD 300 per month is the minimum salary for Bahraini citizens in government (public-sector) jobs [1]. This figure (approximately 300 Bahraini Dinars, about $800) is often treated as a de facto wage floor for Bahrainis and is the official reference minimum in employment programs. (For example, the National Employment Scheme ties minimum salaries to education level: BD 300 for high school grads, BD 380 for diploma holders, BD 450 for degree holders in public roles [1].)

-Local Poverty Line (Family of Four)

In the absence of an official “living wage,” one can consider poverty indicators. An international assessment by ESCWA estimated the poverty line for a Bahraini family at about BD 490 per month [2]. (Government estimates put it somewhat lower.) This suggests that a family of four would need roughly BD 490 monthly to meet basic needs – equivalent to an hourly wage on the order of BD 2.5 for a full-time single earner. By contrast, the government’s BD 300 baseline would be about BD 1.5–1.7 per hour. These figures provide context for what a “living wage” might mean in Bahrain’s economy.

ASU’s Payroll Policy and Wage Structure

Applied Science University (ASU) in Bahrain has institutional policies to ensure fair compensation for its staff and faculty, aligning with the principles of decent work. Key aspects of ASU’s wage and salary practices include:

-Fair and Timely Pay

ASU’s Payroll Policy guarantees that all employees receive their salaries and benefits fully and on time. This policy covers “all permanent and temporary employees,” underscoring that even part-time or adjunct staff are paid promptly and fairly according to their terms of employment [3]. Ensuring everyone knows their salary, benefits, and conditions is an explicit part of the policy, promoting transparency and fairness.

-Structured Pay Scales

The university maintains a benchmarked pay scale for both academic and administrative staff. Academic ranks (Professor, Associate Prof., Assistant Prof., Lecturer) are categorized into grades A1–A4, and administrative roles are in grades 3–7 [3]. Each grade has multiple steps reflecting experience. Notably, the lowest grade (Grade 7) for support or “Ground Staff” still falls within the formal salary structure, ensuring even junior or basic support roles are compensated fairly for their contributions [3]. In practice, this structured approach means no ASU employee in a regular position is paid below the standard local wage floor (for instance, BD 300/month for full-time work) since salaries are set according to role and experience rather than arbitrary negotiation. The pay scales are also augmented by allowances (e.g. general, special, scarcity allowances for faculty) to reward qualifications and responsibilities [3], further boosting take-home pay.

-Competitive Market Alignment

ASU is committed to keeping salaries competitive with the local labor market. The university’s HR policies require regular comparison of ASU’s salary levels with the local market and adjustments as needed to stay within “the lower and higher limits of the competitive market,” based on salary surveys [4]. This means ASU reviews what similar roles pay in Bahrain and ensures its staff are not underpaid relative to market standards. By doing so, ASU fulfills its pledge to provide fair, equitable, and attractive wages, which in turn implies that even the lowest-paid staff at ASU earn well above any absolute poverty threshold. Indeed, ASU itself highlights that its two pay scales reflect a “commitment to fair and competitive compensation” for all employees, in line with SDG 8: Decent Work and Economic Growth [3].

Through these measures, ASU as an institution demonstrates that it pays all faculty and staff at least a basic living wage by any local definition. All full-time faculty and administrators draw salaries far exceeding the BD 300/month benchmark, and even entry-level support staff roles are structured to meet decent livelihood standards. The university’s adherence to timely payment and internal equity further reinforces that no one on ASU’s direct payroll falls below the locally recognized living wage floor.

Part-Time and Outsourced Workers

ASU’s commitment to fair compensation extends to various categories of workers associated with the university:

-Part-Time and Temporary Staff

Part-time lecturers, adjunct faculty, and other temporary staff are covered under the same Payroll Policy noted above. They are paid on a pro-rata or hourly/credit basis that corresponds to the established pay scale for their role and qualifications. In other words, a part-time instructor at ASU would receive an hourly rate equivalent to a full-time instructor’s salary level, ensuring parity. Since all scales are benchmarked above the basic wage floor, part-time staff also effectively earn at or above a living wage level when scaled to full-time hours. The inclusion of temporary employees in the policy guarantees these workers receive fair treatment in terms of pay and benefits [3].

-Outsourced Personnel (Cleaners, Security, Contractors)

Like many institutions, ASU engages third-party contractors for services such as cleaning, security, and maintenance. These workers are not direct ASU employees, so they are paid by their respective companies. Bahrain’s labor law still applies to them, but notably it does not set a minimum wage for private-sector jobs (including such contracted roles) [1]. In the wider Bahraini market, wages for low-skill migrant workers can be quite low – studies indicate around 71% of expatriate private-sector workers earn under BD 200 per month (roughly $530) [5], well below the family living wage suggested by ESCWA. Does ASU ensure a living wage for these outsourced workers? There is no public documentation of a specific wage requirement in ASU’s vendor contracts. However, ASU’s policies do emphasize fair and ethical treatment of everyone on campus. The university’s Equality and Diversity Policy, for example, covers “all staff, students, visitors, contractors, and service providers,” safeguarding them from unfair discrimination [3]. This inclusive stance — coupled with ASU’s SDG8 commitment — suggests that ASU expects its contractors to uphold decent working conditions. While we do not have exact salary figures for janitorial or security staff employed via contractors, it can be inferred that ASU strives to partner with reputable service providers and would be attentive to the welfare of these workers. In practice, any contractor operating in Bahrain must comply with national labor regulations (e.g. prompt wage payment through the Wages Protection System), and if the workers are Bahraini nationals, they should be paid at least the BD 300 monthly standard. Many cleaners and guards in Bahrain are expatriates, though, for whom no fixed minimum applies – so their wages depend on the contract rates. In summary, ASU as an institution meets the living wage standard for all personnel on its payroll, and while outsourced workers’ pay is set by their employers, ASU’s ethos of decent work implies an expectation of fair pay there as well, aligned with at least the basic national wage standards.

Conclusion

Applied Science University (Bahrain) demonstrates a clear commitment to fair compensation. All faculty and staff employed by ASU receive at least the equivalent of a local living wage, given that the university’s lowest salary scales are in line with or above Bahrain’s effective minimum salary benchmarks (BD 300/month) and well above extreme poverty thresholds [1] [2]. The university’s own policies – from structured pay grades to regular market salary reviews – ensure that no one is left earning below a decent standard [3] [4]. Part-time employees are included in these fair wage practices, and although outsourced workers are not salaried by ASU directly, the university’s values and Bahrain’s labor framework promote just treatment for them as well. In the context of Bahrain (where private-sector wage floors are not legally enforced), ASU’s proactive stance on equitable and sufficient pay stands out as an important contribution to SDG 8 (Decent Work and Economic Growth), helping guarantee that everyone who works at or for the university can earn a dignified living.

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