2022-2023

The Employment Practice Appeal Process at the Arab Academy for Science, Technology, and Maritime Transport (AASTMT) is a vital component of the institution's commitment to fair and transparent employment practices. It aligns closely with Sustainable Development Goal 8 (SDG 8), which seeks to promote decent work and sustainable economic growth. AASTMT ensures transparent recruitment and equal opportunities, enabling individuals to access employment opportunities regardless of their background. The institution's commitment to labor rights, dispute resolution, and capacity building for its employees contributes to a healthy working environment and skill development, which are essential elements of SDG 8. Moreover, AASTMT regularly monitors its employment practices and reports on progress to uphold accountability and transparency in its pursuit of sustainable employment practices.

Grievance and Appeals Policy

Purpose:
The grievance and appeals policy shall ensure that all complaints are dealt with in a constructive and timely manner and provide a clear unified mechanism for the resolution of complaints, grievances, or problems raised by staff about human resource management and work-related matters such as but not limited to staff members’ rights and pay appeals without hesitation, ensuring proactive secured practices. Situations may occur where a staff member believes that the fair and consistent application of a policy affecting him/her has not been followed appropriately.

Scope
This policy and its related procedures apply to all Academic and Non-academic staff in all aspects of their employment. This policy and its related procedures apply to all work-related matters, staff members’ rights and pay appeals and does not apply to other ethical misconduct, this is covered in the code of conduct, anti-harassment, and anti-discrimination policies.

Policy Statement
This policy and its related procedures emphasize a collegial approach to grievance resolution through informal facilitation and mediation and are designed to lead to a prompt resolution of difficult problems to ensure a healthy working environment is fostered and promoted among Arab Academy for Science, Technology, and Maritime Transport community and to help the staff of the Arab Academy for Science, Technology and Maritime Transport perform their work duties and responsibilities at maximum level of effectiveness with worry-free and threat-free work atmosphere.

Principles and Guidelines
• The University recognizes that, from time to time, staff may have problems or concerns regarding their work or relationships with colleagues that they wish to raise and have addressed. The University seeks to resolve such issues informally in the first instance. A formal grievance should only be invoked if no informal resolution has been found.
• Where the Staff member or the Nominated Representative, and the Director of Human Resources agree, the time limits set out in these provisions may be extended, and/or the grievance process may begin at the second level of these procedures.

• If two or more Staff members believe they have an identical or common problem, they may take action together and the matter will be dealt with as a single grievance.
• A matter raised within these procedures may be withdrawn by the staff member or the Nominated Representative, at any stage during these procedures by notice in writing, to the Director of Human Resources.
• Offers of compromise as well as agreements reached during these grievance procedures will not constitute precedents regarding similar grievances and are without prejudice to positions taken in similar circumstances or more general issues.

Definitions
Grievance: A grievance is defined as a claim that a violation of a published policy has occurred in the manner in which a staff member was treated including, but not limited to, actions, behaviors, pay, or employee rights that are considered unfair, disadvantageous, wrong or inadequate.
Appeal: An application to reconsider a decision that has been made regarding the grievance.

GRIEVANCE AND APPEALS PROCEDURES

Grievance Procedures

1. First Level Resolution: FACILITATION

When a staff member wishes to raise a grievance with the University within these procedures, he/she is required to initially attempt to resolve the grievance through one-to-one discussion(s) with the other party or parties involved in the grievance process.
The Staff member must also verbally advise his/her immediate supervisor of the situation before taking any further steps.
Where the Staff member claims to have been aggrieved by his/her immediate supervisor, the Staff member may instead inform the supervisor’s Line Manager, if the Staff member feels unable to approach the immediate supervisor on the grievance issue.
A Human Resources representative is available to facilitate one-on-one discussions, on request and subject to the Human Resources Director’s approval.
The person or persons with whom the grievance is raised will make a full verbal response to the Staff member not later than 10 working days (14 calendar days), where practicable, from the date the matter is raised.
The Director of Human Resources or Human Resources Representative who is delegated by the Director of Human Resources must ensure the matter proceeds by the time frames stated in these procedures and the dates of meetings are documented. The Staff member may be assisted by a Nominated Human Resources
Representative in preparing for and participating in these procedures.

1. Second Level Resolution: MEDIATION
   If the Staff member is dissatisfied with the reply (or if there was not a timely reply at the First Level of Resolution), the Staff member, or, where requested, their nominated Representative, must advise the Director of Human Resources, of the unresolved grievance.
   
   
2. At the request of the parties involved in the grievance process, or at the discretion of the Director of Human Resources, the Director of Human Resources will arrange a mediation of the grievance with the aggrieved person or persons by independent and neutral mediators, within five working days where practicable.
   The Director of Human Resources will ensure that all parties involved are fully informed of the grievance, including the provision of any related written material(s).
   
   
3. Third Level Resolution: HEARING COMMITTEE
   Where the grievance remains unresolved after five working days or as soon as practicable, following the mediation, the Director of Human Resources will refer the matter to a Hearing Committee which is formulated on a random basis that ensures objectivity and bias avoidance.
   The hearing committee will be formulated by representatives from the faculty/ department that the aggrieved person works at, depending on the scope of work.
   All recommendations made by the Hearing Committee will be binding on the parties involved in the grievance process and will constitute a settlement of the matter.
   

Appeals
Staff have the right to formally appeal against the outcome of the grievance if they are dissatisfied with it. A staff member may appeal against the outcome within ten working days of being notified of the decision. The appeal should be made in writing to the next level of manager or HR.
The appeal will then be heard within a reasonable timeframe, normally within ten working days from the date of receipt of the appeal.

Confidentiality
The University aims to keep information confidential to the maximum extent possible. All members of the Grievance Committee and those assigned for record-keeping, as well as any staff member questioned about an issue at hand, are always bound by the duty of confidentiality.

Documentation
There are no specific documents or forms to be used under this policy. As previously mentioned above, there are several places where written communication is required. That communication will typically take the form of a memorandum/ minute.

Time Limits
If at any stage of the grievance, it is not possible to respond within the specified time limit, the staff member must be explained the delay and informed of when a response can be expected.

Roles and Responsibilities

1. Staff Members
   • All staff have a clear role to play in helping to create a climate at work where communication channels are kept open so that concerns are discussed and resolved at an early stage.
   • Staff members should be aware of their conduct and act by the University’s values avoid colluding with inappropriate behavior and co-operate fully in any complaint procedure and/or investigation.
   ii. Line Managers and Supervisors
   Managers and supervisors have a particular responsibility:
   • To act as role models and respond positively to complaints to avoid them escalating into grievances and to challenge and stop unacceptable behavior in the workplace.
   • Managers and supervisors have a responsibility to manage underperformance or concerns regarding a staff member’s conduct. During these discussions, managers/supervisors should give constructive feedback to help the staff understand what he or she has done that is unsatisfactory, why it is unsatisfactory, and how to improve in the future. This should be done in a constructive, encouraging style, following the University’s Performance Management Policy.
   
   
2. Role of the Human Resources Department
   The role of the Human Resources Department is to
   • Advise on the operation and application of this policy and procedure.
   • Take a proactive role in ensuring consistency of application across the university.
   • There is no requirement to advise Human Resources of informal grievances, although the Human Resources Representative can be approached for advice if necessary.
   • Human Resources must, however, be notified of all formal grievances raised.
   • The relevant Human Resources Representative will monitor the matter through all stages.
   • Human Resources can also provide additional guidance during the procedure to managers, staff members, companions, and any witnesses.

Review program

In essence, AASTMT's Employment Practice Appeal Process fosters fairness, inclusivity, and the promotion of labor rights, all of which are integral to achieving SDG 8's objectives. It underscores the institution's dedication to contributing to global efforts to create decent work opportunities, reduce inequalities, and foster sustainable economic growth.

The Grievance and Appeals Policy and Procedures established by the Arab Academy for Science, Technology, and Maritime Transport is closely related to Sustainable Development Goal 8 (SDG 8) by fostering a fair and inclusive work environment. This policy ensures that all complaints and grievances raised by staff members concerning human resource management and work-related matters, including staff rights and pay appeals, are addressed constructively and promptly.

AASTMT’s Grievance and Appeals Policy

Also, the Human Resources Department at AASTMT has conducted a number of workshops in several AASTMT campuses to explain the grievance and appeals policy to all AASTMT full time and part time staff.

Workshop in Alamein Campus to explain the Grievance and Appeals Policy

On May 2, 2023, the HR department at AASTMT’s Alamein Campus organized a workshop specifically for staff, aimed at explaining the Grievance and Appeals Policy. This workshop served as a crucial step in fostering a transparent and fair work environment, ensuring that employees fully understand their rights and the available avenues for addressing workplace concerns. By providing this essential guidance, the HR department empowers staff at the Alamein Campus to engage in a fair and structured grievance process, promoting a workplace culture that aligns with Sustainable Development Goal 8 (SDG 8) – Decent Work and Economic Growth.

This workshop was organized in collaboration with the Arab League, reinforcing the regional commitment to promoting fair labor practices and equitable employment standards across member states. By partnering with the Arab League, AASTMT demonstrated its dedication to enhancing knowledge-sharing and best practices in human resource management, emphasizing the importance of effective grievance handling as a tool for fostering workplace inclusivity and equity. This collaboration also highlights a unified approach to addressing common workplace challenges faced by organizations within the region, supporting efforts to align with international labor standards.

The session offered a thorough overview of the Grievance and Appeals Policy, detailing the procedures for submitting and resolving grievances and clarifying the support role of HR in the process. Employees gained valuable tools for voicing their concerns and finding resolution, supporting SDG 8’s goal of reducing inequalities by ensuring that each staff member has access to an unbiased mechanism for addressing workplace issues.

In addition, the workshop highlighted the importance of a harmonious and productive work environment, echoing SDG 8’s objective of sustainable economic growth. By effectively addressing grievances, the Alamein Campus strengthens job satisfaction and security, which ultimately boosts employee productivity and well-being — essential components of long-term economic development in the region.

Overall, these HR workshops on the Grievance and Appeals Policy at AASTMT’s Alamein Campus reflect the institution’s commitment to SDG 8. They empower employees to advocate for their rights and contribute to a culture of fairness, inclusivity, and sustainable growth, reinforcing AASTMT’s dedication to decent work and equal opportunities for all.

Read more about the workshop

Workshops for AASTMT staff to explain the Grievance and Appeals Policy

The HR department at the Arab Academy for Science, Technology, and Maritime Transport (AASTMT) conducted informative workshops aimed at educating AASTMT staff about the Grievance and Appeals Policy. These workshops played a pivotal role in fostering a deeper understanding of the policy's mechanisms, ensuring that employees are aware of their rights and the avenues available for addressing workplace concerns. By providing this crucial knowledge, the HR department empowers staff to engage in a fair and transparent process, thereby promoting a harmonious work environment in alignment with SDG 8 – Decent Work and Economic Growth. These efforts contribute to SDG 8's objective of promoting inclusive and sustainable economic growth, as they support the development of a skilled, motivated, and well-informed workforce, ultimately leading to improved job satisfaction, reduced inequalities, and a more productive workforce at AASTMT.

2021-2022

The Employment Practice Appeal Process at the Arab Academy for Science, Technology, and Maritime Transport (AASTMT) is a vital component of the institution's commitment to fair and transparent employment practices. It aligns closely with Sustainable Development Goal 8 (SDG 8), which seeks to promote decent work and sustainable economic growth. AASTMT ensures transparent recruitment and equal opportunities, enabling individuals to access employment opportunities regardless of their background. The institution's commitment to labor rights, dispute resolution, and capacity building for its employees contributes to a healthy working environment and skill development, which are essential elements of SDG 8. Moreover, AASTMT regularly monitors its employment practices and reports on progress to uphold accountability and transparency in its pursuit of sustainable employment practices.

In essence, AASTMT's Employment Practice Appeal Process fosters fairness, inclusivity, and the promotion of labor rights, all of which are integral to achieving SDG 8's objectives. It underscores the institution's dedication to contributing to global efforts to create decent work opportunities, reduce inequalities, and foster sustainable economic growth.

The Grievance and Appeals Policy and Procedures established by the Arab Academy for Science, Technology, and Maritime Transport is closely related to Sustainable Development Goal 8 (SDG 8) by fostering a fair and inclusive work environment. This policy ensures that all complaints and grievances raised by staff members concerning human resource management and work-related matters, including staff rights and pay appeals, are addressed constructively and promptly.

Please read AASTMT’s Grievance and Appeals Policy

Also, the Human Resources Department at the AASTMT has conducted several workshops in several AASTMT campuses in the Academic year 2021-2022 to explain the grievance and appeals policy to all AASTMT full-time and part-time staff.

Workshops for AASTMT staff to explain the Grievance and Appeals Policy

The HR department at the Arab Academy for Science, Technology, and Maritime Transport (AASTMT) conducted informative workshops aimed at educating AASTMT staff about the Grievance and Appeals Policy. These workshops played a pivotal role in fostering a deeper understanding of the policy's mechanisms, ensuring that employees are aware of their rights and the avenues available for addressing workplace concerns. By providing this crucial knowledge, the HR department empowers staff to engage in a fair and transparent process, thereby promoting a harmonious work environment in alignment with SDG 8 – Decent Work and Economic Growth. These efforts contribute to SDG 8's objective of promoting inclusive and sustainable economic growth, as they support the development of a skilled, motivated, and well-informed workforce, ultimately leading to improved job satisfaction, reduced inequalities, and a more productive workforce at AASTMT.

Workshop in Alamein Campus to explain the Grievance and Appeals Policy

On the 9^th of February 2022, the HR department at AASTMT's Alamein Campus conducted a workshop tailored specifically for the staff, focusing on elucidating the Grievance and Appeals Policy. These workshops served as a cornerstone for promoting a fair and transparent work environment, ensuring that employees are well-versed in their rights and avenues for addressing workplace concerns. By imparting this essential knowledge, the HR department empowers staff at the Alamein Campus to actively engage in a robust and equitable process, thereby fostering a workplace culture that aligns with the principles of Sustainable Development Goal 8 (SDG 8) – Decent Work and Economic Growth.​​​​​​​

The workshops provided a comprehensive understanding of the Grievance and Appeals Policy, outlining the procedures for submitting and resolving grievances, and clarifying the role of HR personnel in the process. Employees were equipped with the tools to voice their concerns and seek resolution, contributing to SDG 8's goal of reducing inequalities by ensuring that every staff member has access to a fair and impartial mechanism for addressing workplace issues.

Moreover, these workshops emphasized the importance of creating a harmonious and productive work environment, in line with SDG 8's objective of promoting sustainable economic growth. By addressing grievances effectively, the Alamein Campus fosters a sense of job security and job satisfaction among its employees, ultimately enhancing their productivity and well-being, which is vital for achieving long-term economic growth in the region.

In summary, the HR department's workshops at AASTMT's Alamein Campus on the Grievance and Appeals Policy underscore the institution's commitment to SDG 8. They empower employees with the knowledge and tools to advocate for their rights and contribute to a workplace culture that values fairness, inclusivity, and sustainable economic growth. These efforts reinforce AASTMT's dedication to the principles of decent work and equitable opportunities for all.