Ongoing Efforts & Future Priorities
The University Staff Welfare Association (USWA) remains committed to addressing employee concerns and pursuing matters that directly impact the welfare, rights, and professional growth of University staff. While significant progress has been achieved in many areas, several important issues continue to require sustained engagement, consultation, and follow-up with the University administration and relevant authorities.
The matters highlighted on this page represent USWA’s ongoing efforts to secure pending employee benefits, improve welfare policies, strengthen service conditions, and ensure fair opportunities for all employees. Through constructive dialogue, continuous advocacy, and collective commitment, USWA remains dedicated to achieving practical and lasting solutions that contribute to the well-being and professional development of the University community.
Ongoing Efforts & Pending Matters
1. Outstanding 44% Ceiling Arrears (2021)
The four-month arrears related to the 44% Ceiling increase announced in 2021 are still pending. USWA continues to pursue this matter with the relevant authorities. Efforts are underway to ensure payment of the outstanding dues to employees.
2. Outstanding 35% Adhoc Relief Arrears (2023)
The five-month arrears of the 35% Adhoc Relief granted in 2023 have yet to be paid. USWA is actively following up on this matter. The objective is to secure the legitimate financial rights of employees.
3. Outstanding 25% Adhoc Relief Arrears (2024)
The three-month arrears of the 25% Adhoc Relief announced in 2024 remain unpaid. USWA continues to engage with the administration for the resolution of this issue. Efforts are ongoing to ensure timely payment of the arrears.
4. Outstanding 25% (DRA) Arrears (2025)
The three-month arrears of the 25% Disparity Reduction Allowance (DRA) announced in 2025 are still pending. USWA is continuously pursuing this matter with the relevant forums. The Association remains committed to securing this entitlement for employees.
5. Outstanding 85% Ceiling Arrears (2025)
The eight-month arrears related to the 85% Ceiling increase announced in 2025 have not yet been paid and are still not reflected in employees’ salaries. USWA is actively working to ensure both the implementation of the increase and the payment of all outstanding dues.
6. Non-Implementation of 7% Increase on Running Basic Pay and 15% House Rent Ceiling Enhancement (2026)
The 7% increase on Running Basic Pay and the 15% enhancement in House Rent Ceiling, effective from July 2026, have not yet been incorporated into employees’ salaries. Consequently, employees are being deprived of their legitimate financial benefits. USWA is actively pursuing the matter with the relevant authorities to ensure the immediate implementation of these increases and the payment of all accrued arrears from the due date.
7. Restoration of the Ex-Cadre Policy
In 2023, the duration requirement under the Ex-Cadre Policy was increased from five years to ten years. USWA is striving to restore the previous five-year period. This change would provide better career advancement opportunities for employees.
8. Regularization of Daily Wage Employees
A number of employees have been serving on daily wage contracts for more than fifteen years. USWA continues to advocate for their regularization and job security. This remains one of the Association’s key priorities.
9. Implementation of Upgradation Policy
The Government of Pakistan approved the Upgradation Policy effective from January 1, 2023; however, it has not yet been implemented by the University. USWA is continuously pursuing its implementation. The objective is to ensure employees receive the benefits approved by the Government.
10. ACR Increments
Issues related to ACR-based increments remain unresolved for certain employees. USWA is actively pursuing a fair resolution of these cases. The matter continues to be under follow-up with the concerned authorities.
11. Employment of Family Members of Deceased Employees
Under Government of Pakistan policy, the son, daughter, or widow of an employee who passes away during service may be considered for appointment against a suitable post. Several such cases are currently pending at the University. USWA is making continuous efforts to ensure their early and fair resolution.
12. Alternative Procedure for Death Verification
In many cases, the death certificate is not immediately available on the day of an employee’s death, causing delays in processing financial assistance and related benefits. USWA has proposed that certification by two employees, countersigned by a Grade-16 officer, be accepted temporarily. Efforts are underway to secure approval of this proposal.
13. Restoration of the Part-Time Teaching Deduction Policy
A percentage deduction from Part-Time Teaching remuneration was previously credited to the Welfare Fund, providing financial support for employee welfare initiatives. The policy was discontinued in 2023, resulting in a significant reduction in Welfare Fund resources. USWA is working for the restoration of this policy in its previous form.
14. Disability Allowance
The enhanced Disability Allowance approved by the Government of Pakistan has not yet been implemented for eligible employees of the University. USWA is pursuing the implementation of this allowance and the payment of any related arrears. The aim is to ensure that differently-abled employees receive their rightful benefits.
15. Restoration of the Education Policy
Changes made to the Education Policy have created difficulties for employees and their families. USWA is working for the restoration of the policy in its earlier and more beneficial form. This issue remains an important welfare concern for employees.
16. Enhancement of House Building Advance
Considering current economic conditions and rising construction costs, there is a need to increase the amount available under the House Building Advance scheme. USWA has formally raised this demand with the University administration. The objective is to provide greater financial support to employees.
17. Internal LDC Test
The Internal LDC Test has not been conducted for approximately seven years, limiting promotion opportunities for many employees. USWA is advocating for the resumption of this test. Its restoration would help create fair career advancement opportunities within the University.
18. Medical Facilities for Regional Dawah Center Karachi Employees
Currently, no hospital in Karachi is included in the University’s approved medical panel, leaving employees of the Regional Dawah Center without access to medical benefits. USWA has demanded that medical deductions be suspended until healthcare facilities are made available and that previously deducted amounts be refunded to affected employees.
19. Seniority of Superintendents
The issue of determining the seniority of Superintendents has remained unresolved for a considerable period. USWA is pursuing a fair, transparent, and permanent resolution of this matter. The objective is to safeguard the rights and career progression of affected employees.
20. USWA Registration
The completion of legal and administrative requirements for the registration of USWA remains a key organizational priority. Necessary follow-up and documentation efforts are ongoing. Registration will strengthen the Association’s legal standing and institutional framework.