I. General Provisions

 

1.1. This Policy establishes the ISFT Institute’s commitment to guaranteeing that all workers engaged through outsourcing, subcontracting, or third-party service providers have employment rights equivalent to those afforded to ISFT’s own employees. The Policy is issued in accordance with the Labour Code of the Republic of Uzbekistan, the Law “On Employment of the Population,” the Law “On Labour Protection,” the Law “On Social Partnership,  ILO Conventions ratified by Uzbekistan, the UN Guiding Principles on Business and Human Rights, and ISFT’s Human Rights and Ethical Employment Policy.

1.2. The Policy applies to all outsourced and third-party workers, including but not limited to cleaning personnel, security guards, technical staff, construction workers, cafeteria employees, drivers, IT service providers, and temporary workers performing services on behalf of ISFT or working on ISFT premises.

1.3. ISFT guarantees that all outsourced workers receive labour protections equal to those provided to ISFT staff, including fair treatment, nondiscrimination, safe and dignified working conditions, legally compliant wages, protection from forced labour and respect for personal dignity and freedom.

1.4. All third-party organisations contracted by ISFT are required to comply with the labour rights standards defined in this Policy, national legislation, and international norms, and their continued engagement with ISFT depends on strict adherence to these requirements.

 

II. Key Concepts

 

Equivalent Rights: Ensuring that outsourced workers receive working conditions, legal protections, and treatment that are not lower than those provided to ISFT employees under national legislation and institutional policies.

 

Outsourcing / Third-Party Contracting: The engagement of external companies or individuals to perform work or provide services for ISFT, whether on-site or off-site, under a formal agreement.

 

Decent Work: Employment that is voluntary, safe, fairly compensated, non-discriminatory, and compliant with ILO standards and the Labour Code of Uzbekistan.

 

Vendor / Service Provider: An external organisation contracted by ISFT to supply labour or services under an outsourcing or service agreement.

 

Worker Grievance Mechanism: A system allowing workers to submit complaints or concerns confidentially regarding labour rights violations without fear of retaliation.

 

 

III. Goals and Objectives

 

3.1. To ensure that all outsourced and third-party workers engaged by ISFT receive employment rights and protections equivalent to those enjoyed by ISFT employees.

3.2. To uphold fair, safe, ethical, and non-discriminatory working conditions across all outsourced operations within ISFT’s campuses and partner locations.

3.3. To safeguard outsourced workers from exploitation, unfair treatment, forced labour, and violations of dignity, freedom, and lawful compensation.

3.4. To establish transparent contractual, monitoring, and accountability mechanisms ensuring full compliance with national labour legislation and international standards.

3.5. To promote awareness among ISFT staff, vendors, and outsourced workers about their rights, reporting channels, and institutional standards of decent work.

3.6. To establish measurable oversight through annual compliance reviews, contractor audits, and monitoring indicators aligned with national labour standards and ISFT internal requirements.

3.7. To promote gender equality and ensure that outsourced workers are protected from gender-based discrimination, harassment, or unequal pay.

 

IV. Measures

 

4.1. ISFT requires all outsourcing and service agreements to guarantee lawful pay, safe working conditions, non-discrimination, and employment rights equivalent to those afforded to ISFT employees, with a target of 100% compliance across all contracts.

4.2. ISFT ensures that outsourced workers receive rest periods, leave, protective equipment, and occupational safety standards aligned with the Uzbekistan Labour Code and ISFT’s internal policies. The Institute conducts annual inspections to verify adherence.

4.3. The Human Resources Department oversees implementation of this Policy, conducts monitoring, provides training, and ensures confidential grievance handling for outsourced workers. HR maintains KPIs on audit completion, grievance resolution timelines, and compliance rates.

4.4. The Procurement Department embeds labour rights clauses into contracts, verifies vendor compliance, and conducts periodic reviews and inspections to ensure adherence to ethical labour practices. Vendors must submit required documentation, including contracts, payroll records, safety compliance certificates, and proof of social insurance contributions.

4.5. Service providers must guarantee voluntary employment, fair wages, ethical recruitment, prohibition of forced and child labour, and transparent employment terms. Vendors undergo annual compliance audits, and repeated failures trigger corrective action plans or contract suspension.

4.6. ISFT ensures equal access to grievance mechanisms for outsourced workers, including anonymous reporting channels, protection from retaliation, and clear timelines for feedback and resolution.

4.7. ISFT integrates gender protections by requiring vendors to enforce equal pay for equal work, prevent harassment, and ensure women have safe working conditions.

 

V. Disciplinary Actions

 

5.1. Any ISFT employee, supervisor, student, contractor, or vendor representative found to be involved in labour rights violations, including exploitation, coercion, discrimination, or forced labour, will be subject to disciplinary consequences.

5.2. Disciplinary actions may include a written warning, suspension, termination of employment or academic status, and blacklisting from future cooperation. Vendors demonstrating repeated non-compliance or failing to implement corrective actions may have their contracts suspended or terminated.

5.3. Severe or repeated violations, or breaches of labour or criminal law, will be referred to the relevant national authorities for legal action.

5.4. Individuals reporting violations in good faith are fully protected, and any form of retaliation is strictly prohibited.

 

VI. Final Provisions

 

8.1. This Policy is approved by the ISFT Institute Council and enters into force on the date of its approval.

8.2. The Policy is subject to review every two years, or earlier if required by changes in national legislation, ILO standards, or institutional needs.

8.3. ISFT reserves the right to suspend or terminate relationships with vendors who fail to comply with this Policy or who demonstrate repeated non-compliance with labour standards.

8.4. This Policy applies to all ISFT staff, students, outsourced workers, contractors, and individuals engaged in activities on behalf of ISFT.