HIGHLIGHTS

• Formal Process Exists: Thammasat has established a formal appeal and grievance process through the “Thammasat University Regulations on Appeals and Grievances B.E. 2559 (2016)” and utilizes a dedicated Appeals and Grievances Committee (UAGC).
• Covers All Employees: The regulations explicitly state the process is available for university employees and contract staff, ensuring broad coverage.
• Addresses Employee Rights: The scope of grievances includes key employee rights issues such as unfair treatment, discriminatory personnel management, and actions causing loss of rights or benefits.
• Includes Pay & Remuneration: The process specifically allows grievances concerning remuneration, unfair salary increase evaluations, and failure to receive due benefits in a timely manner, covering the pay aspect.

Thammasat University has laid the foundation for a transparent and fair personnel management system by establishing systematic processes for staff to lodge appeals and grievances. This aims to guarantee that university employees and contract staff receive fair treatment and can protect their due rights. These processes are formally stipulated in the “Thammasat University Regulations on Appeals and Grievances B.E. 2559 (2016)” and reinforced by clear guidelines in the “Thammasat University Code of Ethics Handbook,” reflecting the university’s commitment to caring for its personnel with good governance.

The Main Adjudicating Mechanism: The Appeals and Grievances Committee

At the heart of this process is the Thammasat University Appeals and Grievances Committee (UAGC), established specifically to consider appeals and grievances. Its authority covers two main areas:

1. Consideration of Appeals: In cases where university employees and contract staff face disciplinary action.
2. Consideration of Grievances: In cases where university employees and contract staff believe they have “experienced unfairness or distress” resulting from the actions or orders of a superior.

Scope of Grievances: Covering Rights, Interests, and Remuneration

The regulations provide a channel for personnel to file grievances on a wide range of issues directly related to their rights and interests, including remuneration. Cases eligible for a grievance include:

• Unfair Treatment: When a superior exercises their authority in a manner that is unlawful towards staff.
• Discriminatory Personnel Management: Personnel management practices that are unfairly discriminatory, potentially affecting performance evaluations, promotions, and remuneration.
• Procrastination Causing Loss of Rights: Delays in processing matters to the extent that staff lose their rights or “do not receive due rights and benefits in a timely manner,” which may include salary increases or other benefits.
• Unfair Evaluations: The Code of Ethics Handbook also specifies a channel for reporting corruption and misconduct, which covers “unfair salary increase evaluations/contract renewals.”

A Systematic and Transparent Procedure

Thammasat University has defined clear grievance procedures to ensure staff can access internal justice mechanisms effectively.

• Timeframe for Grievances: Personnel must file a grievance within 30 days from the date of learning of the incident that is the cause of the grievance.
• Hierarchical Consideration Structure:
  • Cases originating from a superior within a faculty/department: The grievance is submitted to the “Grievance Consideration Committee” appointed by the Rector, which will propose recommendations to the Rector for a decision. If the decision is unfavourable to the grievant, it must be reported to the University Council for further consideration.
  • Cases originating from the Rector: The grievance is submitted directly to the University Appeals and Grievances Committee (UAGC), which will consider the matter and report the outcome to the University Council for approval.
• Notification of Results and Right to Further Action: Once the process is concluded, the university will inform the grievant of the resolution in writing promptly. This notification will also state their right to file a case with the Administrative Court, ensuring the university’s process aligns with the rule of law and is open to external oversight.

Furthermore, the Legal Affairs Division serves as the responsible unit for receiving complaints/grievances concerning actions that constitute misconduct or various forms of unfairness, reinforcing the existence of formal and accessible channels for all personnel.

In summary, Thammasat University has created a comprehensive and effective appeal and grievance mechanism through clear regulations and an independent adjudicating committee. This provides personnel with a concrete channel to demand fairness regarding their rights, duties, and benefits (including pay), which is a crucial foundation for sustainable and fair personnel management.