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Measures against discrimination.

Purpose

To eradicate any form of discrimination or inequality within the University.

Glossary of Terms/Definitions

Harassment refers to acts or expressions which are intimidating, hostile or offensive in nature.

Bullying: refers to an ongoing and deliberate misuse of power in contact with others through repeated verbal, physical and/or social behaviour that intends to cause physical, social and/or psychological harm

Discrimination: refers to the act of mistreating a person or a particular group of people differently because of their race, colour, gender, religion, sect, age, social status, national or ethnic origin or disability.

Reporting: refers to escalating of the acts or expressions of discrimination to the relevant authority.

 Scope/Application

Any act or forms of any act that affects negatively students and/or staff by students and/or staff.

Policy Statement and Principles

  1. The policy outlines the intolerance of the University towards bullying and harassment of all types. The University will consider disciplinary actions against those violators which may lead to extreme action such as termination.
  2. The university is fully committed to a policy on non-discrimination against employees based on their religion, sexuality, gender and age. All employees at the University are subject to University bylaws and CSB rules and regulations when it comes to discrimination in the workplace.
  3. Principles of this policy include:
    • The University Council will appoint a Non-Discriminatory Committee, with the responsibility and authority to implement this policy in line with best practices.
    • Any act committed or statement by a student/staff affecting honour, dignity, morals, and/or reputation inside or outside the University or at external venues (UOB bylaws).
    • No harassment and/or bullying during lectures, academic activities in the University or to any employee, or student, thereof (UOB bylaws).
  1. Student-Based Reporting of Discrimination

The Deanship of Student Affairs is responsible for the handling of all sorts of issues regarding students’ well-being. Among the many activities of the Deanship of Student Affairs is to receive and review all sorts of discrimination that students experience on campus.

The Deanship of Student Affairs has its doors open to all students in any issue that affects their physical or mental well-being, whether it is an issue that is study-related or not.

  • By contact the Student Affairs Department, an appointment is scheduled for the initial interview with a Student Affairs officer during official working hours.
  • In case of need, a psychologist or student’s parents can be summoned for the meeting.
  • The aim of the meeting is to understand and address the students’ personal or social problem.
  • Based on the case, the issue can be escalated to relevant departments.
  1. Employee-Based Reporting of Discrimination

With regard to the equality and fairness of staff, the university’s Human Resources Directorate has measures to review staff complaints. In case of unsatisfactory resolution, the employee has the option to escalate their issues to the Civil Service Bureau (CSB) Grievances Board. The following excerpt is taken in verbatim from Civil Service Executive Regulation decreed by Decision No. 51/2012 based on the Civil Service Law No. 48/2010:

“(1)

All Disciplinary Board proceedings shall be put on record to be kept in the case file.

(2)

The Chairman of the Disciplinary Board shall determine the date for disciplinary proceedings immediately after the Employee’s case has been passed to the Board. A notification will be issued by the Board to the Employee, stating the date and a clear statement of the offences of the Employee.

(3)

The Employee shall sign the notification as evidence of receipt of it, and where the employee refuses to sign the notification, the relevant entity responsible for notifying the Employee shall note the refusal in writing and stamp it with the stamp of the relevant entity. In this event, the Employee shall be deemed to have been legally notified and the Disciplinary Board may conduct proceedings in his absence.

(4)

The Employee shall appear personally before the Disciplinary Board, and shall be entitled to be assisted in preparing his defence, whether in writing or orally, by a representative and is also entitled to call witnesses to give statements before the Board.

(5)

The Employee or his representative shall be entitled to review the investigation documents or copies of these.

(6)

The Disciplinary Board may be assisted by experienced personnel whom the Board sees fit in matters that justify seeking their opinions.

(7)

Any summons by the Disciplinary Board shall be by registered mail, and the Employee shall be served with the summons at his work address if he is not suspended from work, or at his residential address as stated in his service file if the Employee is suspended or is absent from work, or any other means the Disciplinary Board deems appropriate.

(8)

The Disciplinary Board shall hold sessions with the presence of two-thirds (2/3) of Board’s members provided that the chairman or the deputy chairman shall be among those present, and decisions shall be issued by a majority of the members present.

(9)

In the event of a split vote the chairman, or his Deputy in his absence, shall have the casting vote.

(10)

The Disciplinary Board shall issue its decision within sixty (60) days from the date of its formation, the decision shall be substantiated, in writing, and shall be final.

(11)

Such decision shall include an accurate statement of the acts attributed to the Employee.

(12)

If the Disciplinary Board is of opinion that the violations attributed to Employee constitute a criminal offence, the Board shall notify the Government Entity where Employee works with the Board’s opinion in order to refer the Employee to the relevant entity, and the Board’s proceedings shall abate until a final ruling is issued by the relevant court. After the issue of a final ruling by the court, the documents shall be referred to the Disciplinary Board to take the appropriate disciplinary action.

The filing of an investigation or the acquittal of an employee from charges shall not exonerate the Employee of any disciplinary liability where the grounds for that liability are satisfied.

(13)

Due regard, when imposing dismissal penalty, shall be given to the appropriateness of the penalty with level and degree of the grievousness of the violation taking into account previous convictions and mitigating or aggravating circumstances associated with the violation.”

 

Further Assistance

Decision No. 51/ 2012 Promulgating the Executive Regulations of Civil Service