Riara University Staff Code of Conduct

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Riara University Staff Code of Conduct
The Staff Code of
Conduct Handbook
nurturing innovators
A man without ethics is a wild
beast loosed upon this world.
Albert Camus
Table of Contents
1.0 PRELIMINARY
5
3.7 Acceptance of Gifts and Reward
11
Definitions
5
3.8 Official Documents – Legal Proceedings
11
1.1
Responsibility for Implementation
6
3.9 Authorized Signatories
11
1.2
Oversight and Enforcement
6
3.10 Use of Telephone
12
1.3
Time-Frame and Scope
6
3.11 Use of Messengers
12
2.0 STAFF RESPONSIBILITIES
7
312 Use of Motor Vehicles
12
2.1 Conduct of Officer
7
3.13 Unauthorized Use of Motor Vehicle
12
2.2 Integrity of Officer
7
3.14 No Private Work during Office Hours
12
2.3 Diligence of Officer
7
3.15 Safety
12
2.4 Absence
7
3.16 Injury
12
2.5 Conflict of Interests
7
4.0 STAFF DISCIPLINE
14
2.6 Disclosure of Private Interest
7
4.1
14
2.7 Slovenly Uniformed Employee
8
4.2 Best Judgment
14
2.8 Dress Code
8
4.3 Transfer
14
Supervision by a Senior Officer
3.0 STAFF CONDUCT
10
4.4 New assignments or Duties
14
3.1
10
4.5 Overtime and Rest Days
16
10
4.6 Hours of Duty – Absence
16
4.7 Punctuality
16
10
4.8 Attendance Register
17
10
4.9 Absence from Duty on Ground of Illness
17
4.10 Unauthorized Absence from Duty
17
4.11 Vacation of Office
17
Declaration of Secrecy
3.2 Conduct in the office
3.3 Loss of Money through Negligence,
Theft of University’s Property
3.4 Security of Official Premises
3.5 Damage to Property
11
3.6 Illegal Use of the University’s Books, Records and
Documents
11
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4.12 Go slow
17
5.0 DISCIPLINARY PROCESSES AND PENALTIES
25
4.13 Canvassing and Undue influence
18
5.1
26
4.14 Pecuniary Embarrassment and
Disciplinary Authority
5.2 Disciplinary Procedure
26
18
5.3 Disciplinary Measures
28
4.15 Borrowing and Lending Money:
19
5.4 Interdiction and Suspension
29
4.16 Betting, Gambling and Lottery
19
5.5 Offences Warranting Disciplinary Action
30
4.17 Guarantee
19
5.7 Dismissal
31
4.18 Judgment Debtors
19
5.8 Appeals
32
4.19 Suspension of Judgment Debtors
21
4.20Contracts
21
4.21 Trading
21
4.22 Satisfaction of Judgemenbt Debt
21
4.23 Bankruptcy
21
4.24 Burden of Proof
22
Habitual Indebtedness
4.25 Consumption of intoxicating Alcoholic
Drinks or Drugs
22
4.26 Intoxicated employee to leave
University premises
22
4.27 Aggravated Misconduct
23
4.28 Conduct toward Public Correspondence
23
4.29 Publication, Books, Magazines etc
24
4.30Interviewing the Public
24
4.31 Application for Subscriptions
24
4.32 Unauthorized Communication of Information
24
4.33 Political Activity
24
4.34 Declaration of Secrecy
25
4.35 Absence from Kenya
25
Staff Code of Conduct | 4
Preliminary
1.0
Definitions
In these Rules and Regulations:
“The University” shall mean Riara University
“Faculty” shall mean and include:
any employee engaged by the University to teach or offer any form of formal instruction to
registered students of the University on any of the University’s terms of service at any level, and
shall include Professors, Lecturers, Assistant lecturers and tutorial Fellows
“Officer” means
any employee of the University, other than faculty, who is engaged by the university to carry out
any level of administrative function
“Staff member” means
any employee of Riara University employed under the terms and conditions of service, regardless
of level or grade
“University premises” shall mean
any location, building or space designed for University activities on permanent or temporary
basis
“Management Board” means
Senior officers of the University as defined in the University’s Organizational structure
Vision
To be a leading university in the world, and a centre for excellence in scholarship, research, and
training.
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Mission Statement
To provide a holistic education so as to enable the student to realize his or her full potential and
to develop social and moral values which will underpin his or her actions through life.
Value Statement
The proposed Riara University will cultivate and be guided by the following institutional values:
•
Excellence- We will have only one standard:-excellence!
•
Leading by Example- We will strive to lead by example. •
Teamwork- We will cultivate the spirit of teamwork.
•
Integrity- We will be ethical and professional in our conduct.
•
Innovation- We will encourage and reward innovation, especially break- through ideas.
1.1
Responsibility for Implementation
The development, revision and interpretation of these Rules and Regulations shall rest with the
University Council.
1.2
Oversight and Enforcement
The enforcement of these Rules and Regulations shall rest with the University Management
Board, on behalf of the University Council.
1.3
Time-Frame and Scope
These Rules and Regulations shall apply and be binding to all employees of the University from
the time the employee signs the letter of appointment to work for the University at any of its
colleges, campuses and centres that may be established, until the time of her/his termination of
service, however this may occur. Each and every staff shall be required to read, understand and
append their signature to signal their acceptance and undertaking to abide by all the stipulations
contained in the Rules and regulations for Staff Conduct and Discipline. Staff Code of Conduct | 6
Staff Responsibilities
2.0
2.1 Conduct of Officer
An officer of the University shall at all times conduct himself/herself in such a manner as to
maintain the University in good repute.
2.2 Integrity of Officer
An officer shall at all times maintain absolute integrity and honesty in the discharge of his/her
duties and/or in the exercise of all duly conferred powers.
2.3 Diligence of Officer
An officer of the University shall at all times discharge and perform his assignments, duties or
obligations in a manner and to a standard satisfactory and acceptable to the University.
2.4 Absence
No officer shall absent himself/herself from duty during office hours, offer his/her official hours
of duty or exchange duty with another employee without the prior permission of his Head of
Department.
2.5 Conflict of Interests
No officer shall subordinate his/her duty to his/her private interest; neither shall an officer put
himself/herself in a position where his/her duty and private interest come into conflict. No
employee shall use his/her official position to further personal interests.
2.6 Disclosure of Private Interest
If as a part of his/her duties an officer is called upon to deal with any matter or issue in which
7 | Staff Code of Conduct
he/she has a personal interest, such an employee shall immediately disclose such interest to the
Vice Chancellor.
2.7 Slovenly Uniformed Employee
When required to
do so, an officer
who is provided
with a uniform
will produce
the same for
inspection.
Every officer who attends duty in a slovenly condition in the uniform supplied to him/her shall
be liable to disciplinary action. Under no circumstances will an officer be permitted to wear any
clothing other than the uniform supplied to him/her or to lend or dispose of any part of his/her
uniform to any person, whether an employee of the University or not. When required to do so,
an officer who is provided with a uniform will produce the same for inspection. All articles of
clothing or equipment supplied to an officer are the property of the University and an employee
may be required to make good at his/her own cost any loss or damage to such articles.
2.8 Dress Code
Every officer shall be appropriately dressed at all times when on duty or when entering or leaving
University’s premises. The Head of Department may, if he/she considers the dress code of an
officer inappropriate, order the officer to leave the University’s premises and to only return when
he/she is appropriately dressed.
Staff Code of Conduct | 8
Action indeed is the sole
medium of expression for
ethics. Jane Adams
3.0
Staff Conduct
3.1
Protection of University Secrets and Proprietary Information
Upon appointment and on leaving the service of the University, every employee shall sign a
declaration that he/she will keep the secrets of the University.
3.2 Conduct in the office
An officer is expected to be polite and obliging to colleagues at all times; he/she is also expected
to present a neat and business-like appearance at all the times when in the service of the
University.
3.3 Loss of Money through Negligence, Damage or Theft of University Property
If at any time the University sustains a loss, shortage or any damage as a result of dishonesty,
negligence or want of care on the part of an employee, such an employee will be held to have
incurred a pecuniary liability in respect of the loss, shortage or damage and if a satisfactory
explanation is not forthcoming, the University may require the officer to make good the loss,
shortage or damage or part thereof and in default the amount of the loss shortage or damage
may be recovered from his/her salary or any other money due to him/her from the University for
the loss. Shortage or damage may also be sued for and recovered in Court of Law.
3.4 Security of Official Premises
An officer who suspects an attempt to steal, defraud or to commit any act contrary to the interest
of the University or its staff shall report the matter at once to his/her Head of Department. Any
attempt by an officer to conceal, hide, abet or compound such an act or conduct shall amount
to misconduct.
Staff Code of Conduct | 10
3.5 Damage to or Loss of University Property
Any member of staff who causes damage to or loss of University property shall be required to
compensate for such loss or damage to the University.
3.6 Illegal Use of the University’s Books, Records and Documents
No officer shall without authority remove University’s books, records, papers or any document
whatsoever from its legitimate place or make any un-authorized entry, amendment or erasure
to any of the University’s books without adding his name and signature to such books, records
papers or documents as the case may be.
3.7 Acceptance of Gifts and Reward
No officer shall directly or indirectly solicit or accept any gifts gratuities or consideration or
accept and/ or pursue pecuniary advantage from an inducement or reward from members of
the public for any act of omission or commission to do anything in his/her official capacity, or
for showing favour or disfavour to any person. Provided that an employee may with the prior
authority of the Vice Chancellor be permitted to accept such gift or gratuity.
3.8 Official Documents – Legal Proceedings
No officer shall, without authority, make any official document which may come into his/her
possession in the course of official duties the subject of legal proceedings.
3.9 Authorized Signatories
No officer shall sign, execute or purport to convey any authority whatsoever by use of his/her
11 | Staff Code of Conduct
name, signature or mark unless specifically authorized by the Vice Chancellor or the Head of
Department to sign or execute any official document on behalf of the University.
3.10 Use of Telephone
The telephones in the offices are for official use and should only be used privately if there are
exceptional circumstances to justify the same. The staff should not ordinarily arrange to receive
private telephone calls in office.
3.11 Use of Messengers
University employees and faculty are not expected to use University messengers or other
employees for activities not directly connected with their official duties. Any misuse of
messengers or other staff will amount to misconduct.
3.12 Use of Motor Vehicles
No officer shall ride in any University vehicle or permit any unauthorized person to use or ride in
a University vehicle without the necessary authority.
3.13 Unauthorized Use of University Vehicle
The staff have a duty to bring to the notice of their supervising officers any unauthorized use
of the University vehicles. No officer may use a private vehicle for official duties or any of the
University vehicles for private purpose without the prior authority of the Vice Chancellor.
3.14 No Private Work during Office Hours
No private work will be allowed to be performed in the offices or premises of the University
during working hours without specific authority of the Head of Department.
Staff Code of Conduct | 12
3.15 Safety
In some areas of the University, particularly where machines are in operation, it is necessary to
observe certain rules about safety. Where such rules apply, they will be prominently displayed
and each and every faculty and officer of the University shall ensure that they are familiar with
them and comply with them at all times. Every officer shall also ensure that he/she is conversant
with the appropriate action to be taken in case of fire or other emergencies. All employees of the
University have certain duties in regard to safety under the law.
3.16 Injury
Every officer
shall also ensure
that he/she is
conversant with
the appropriate
action to be
taken in case
of fire or other
emergencies.
If any accident, however slight, occurs during working hours, the accident must be reported to
the Head of Department, who will if necessary advise the Vice Chancellor who will in turn take
appropriate action.
13 | Staff Code of Conduct
4.0 Staff Discipline
4.1 Supervision by a Senior Officer
An officer holding a supervisory post or any other staff who is placed in a position of authority
over other staff shall take all reasonable steps or precautions to ensure integrity and devotion
to duty of all staff for the time being under his/her control or authority.
The University
may call upon
an employee
to perform or
discharge any
reasonable duty
or assignment,
notwithstanding
any limitation
in the contract
of service,
agreement
or letter of
appointment
Staff Code of Conduct | 14
4.2 Best Judgment
No officer shall, in the performance of his/her official duties or in the exercise of the powers
conferred upon him/her, act otherwise than in his/her best judgment except when he/she is
acting under the direction of his/her superior.
4.3 Transfer
An officer will be liable to transfer from one station to another or to such other place or places
or from one department to another and every staff who is subject to transfer shall comply
accordingly.
4.4 New assignments or Duties
The services of an officer will not be restricted to the duties which may be specified in his/
her contract of service, agreement or letter of appointment. The University may call upon an
employee to perform or discharge any reasonable duty or assignment, notwithstanding any
limitation in the contract of service, agreement or letter of appointment.
Even at school I studied ethics
instead of religion. Ville Valo
4.5 Overtime and Rest Days
An employee may
be called upon to
work overtime or
during rest-days
Unless otherwise varied by the Head of Department, the hours of duty shall be those hours
prescribed from time to time by the Vice Chancellor or any other person authorized in that behalf. An employee may be called upon to work overtime or during rest-days and any employee who
is instructed to work overtime or during-rest days shall comply accordingly.
4.6
Hours of Duty – Absence
No officer shall absent himself/herself from duty during office hours of duty or exchange duty
with another employee without the prior permission of his/her Head of Department.
4.7 Punctuality
Every staff shall punctually attend to his/her office and shall at all times endeavour to maintain
a record of punctuality.
Staff Code of Conduct | 16
4.8 Attendance Register
A staff below job Group C – may be required to sign in the register in the morning and out in the
evening in his department.
Incorrect Time: An officer who willfully records incorrect time of arrival or departure in the
attendance register shall be guilty of misconduct.
4.9 Absence from Duty on Ground of Illness
No officer shall absent himself/herself from duty on grounds of illness for a period exceeding
two days without producing to his/her supervisor a medical certificate
signed
by
either
a Government Medical Officer or an approved Medical Practitioner. Where such a medical
certificate is not produced, the employee shall be deemed to have been unlawfully absent from
duty.
4.10 Unauthorized Absence from Duty
An officer who absents himself/herself from duty without authority or reasonable excuse may be
liable to such penalties as the University may determine and shall have his/her salary deducted
by one-three hundred and sixty-fifth of his annual salary for each complete day of unauthorized
absence. Provided that the Vice Chancellor may, in his/her discretion, waive or remit any penalty
provided herein above.
4.11 Vacation of Office
An officer who absents himself/herself from duty without authority or reasonable excuse for
more than forty-eight consecutive hours commencing from the time that he/she was expected
to report for duty shall be regarded as having vacated his/her office. In such cases, the salary
will cease to be payable from the date.
17 | Staff Code of Conduct
4.12 Go Slow
It is the duty of all supervising officers to exercise vigilance to prevent any deliberately
unproductive work, go-slow or obstructive working. An employee who is found guilty of slow or
obstructive working shall be guilty of misconduct.
4.13 Canvassing and Undue influence
Subject to the provisions relating to an official of the Staff Representative Committee, no
employee shall bring or attempt to bring any political or other influence of any person to bear
upon any senior officer or superior authority to further his/her interest or to gain any advantage
in matters pertaining to his/her employment or service. Neither shall an employee associate,
encourage or take part/ participate in or with any association or group of employees whose
objective is to bring pressure to bear upon any senior officer or superior authority.
4.14 Pecuniary Embarrassment and Habitual Indebtedness
Every staff shall manage and conduct his/her financial affairs sensibly and responsibly. An
employee is not expected to enter into too many financial commitments as these commitments may
embarrass him/her during repayment of the facilities. Where an officer is financially embarrassed,
Staff Code of Conduct | 18
he/she shall immediately report the nature and extent of the financial embarrassment to the
Vice Chancellor through his/her Head of Department. The Vice Chancellor will consider and
determine the appropriate assistance, if any to be given to the officer. If it is established that the
officer has lent himself/herself into the financial embarrassment, the Vice Chancellor may take
disciplinary action against the employee.
4.15 Borrowing and Lending Money:
An employee shall not:
a)
Become the agent of a money lender or borrow any money from a money lender;
b)
Lend any money of an interest or commission or at cost;
c)
Borrow money from another employee or from a member of the public with whom his/her
official duties bring him/her into contact;
d)
Accept premiums from other staff as consideration for instructing them in their duties.
An employee
shall not:
Become the
agent of a money
lender or borrow
any money from
a money lender;
4.16 Betting, Gambling and Lottery
No officer shall take part in gambling or betting in any form or act as a betting agent, principal,
tipster or tipster’s agent for any race, football match or similar sport or game. The sale and
purchase of lottery and raffle tickets within the University is prohibited except with the prior
written consent of the Vice Chancellor.
4.17 Guarantee
No officer shall stand surety or security for any person, unless such an employee is capable of
meeting the resulting commitment of the promisor in the event of the promisor’s default.
4.18 Judgment Debtors
Where an officer is declared by a court of competent jurisdiction to be a judgment debtor, the
Vice Chancellor shall on the first and second occasion on which the employee is so adjudged
19 | Staff Code of Conduct
I don’t think there’s anything in the
compromise that means that there’s a
clash of ethics. Pete Singer
issue the said employee with a written warning advising the employee that disciplinary action to
terminate his/her services shall be taken on the third occasion of such judgment.
4.19 Suspension of Judgment Debtors
Where an officer is declared to be a judgment debtor for the third time, the Vice Chancellor shall
immediate suspend him/her from duty and dismissal proceedings shall be instituted against him/
her.
4.20Contracts
No University contracts may be entered into with:
a)
An officer of the University;
b)
Any partnership of which any University officer or member of staff is a partner;
c)
A company (other than a public body) of which a member of staff is a shareholder or a
director. An officer shall not accept to become a director of a company holding a contract with
the University unless prior authority of the Vice Chancellor has been obtained.
4.21 Trading
An officer shall not conduct any business or unauthorized transactions whilst on duty or in the
University premises. In this case, University premises include any premises or property registered
in the name of or leased by the University.
4.22 Satisfaction of Judgment Debt
No disciplinary action shall be taken by the University against an employee who upon being
declared a judgment debtor satisfies within seven days the debt declared against him/her.
4.23 Bankruptcy
An Officer who:
21 | Staff Code of Conduct
a)
Has been declared bankrupt by a court of competent jurisdiction;
b)
Is subject to bankruptcy proceedings;
c)
Is subject of a receiving order, or;
d)
Being a debtor presents a debtor’s petition to a court:
Shall be guilty of misconduct and shall immediately report that fact to the Vice Chancellor.
4.24Burden of Proof
The burden of proving that indebtedness or bankruptcy is the result of circumstances which,
with in the course of the exercise of ordinary diligence, the officer has no control over and has
not proceeded from extravagant habits or speculative investments shall be upon the employee.
4.25 Consumption of intoxicating Alcoholic Drinks or Drugs
No officer shall be expected to report to work or purport to perform official duties while under a
state of intoxication from alcoholic drinks, spirits or other drugs.
4.26 Intoxicated employee to leave University premises
An officer who is observed to be intoxicated shall forthwith be put off duty and be required to
Staff Code of Conduct | 22
vacate the University’s offices. Such an officer will be instructed to report to the Head of his/her
Department the following day. Should the officer refuse to obey the order, further assistance in
his/her removal will be obtained. Provided that where an officer denies being intoxicated he/
she shall be required to undergo a medical examination, and such an employee shall comply with
the instruction.
An officer who
is observed to be
intoxicated shall
forthwith be put
off duty and be
required to vacate
the University’s
offices.
4.27 Aggravated Misconduct
Intoxication aggravated by other acts, such as insubordination, violence, assault or causing
damage to University’s property will amount to gross misconduct.
4.28 Conduct toward Public Correspondence
An officer is expected to be civil and courteous to members of public. A letter written by an
officer to the members of the public shall be courteous and correspondence from the members
of public shall be disposed of expeditiously.
23 | Staff Code of Conduct
4.29 Publication, Books, Magazines etc
No officer shall publish a book or magazine or any newspaper or article based on or containing
matters derived from official records or experience at the University without the prior written
permission of the Vice Chancellor.
4.30Interviewing the Public
No officer shall interview any member of the public or grant any press interview or give any
lecture regarding official matters without the written authority of the Vice Chancellor.
4.31 Application for Subscriptions
No officer shall apply, collect or solicit from other employees or from members of the public for
subscriptions, donations or any other form of assistance for personal benefit or for the benefit of
another employee or any person or institution whatsoever without the written authority of the
Vice Chancellor.
4.32 Unauthorized Communication of Information
No officer shall, except in accordance with any general or special authority or in the performance
in good faith of the duties assigned to him/her communicate directly or indirectly an article,
official document or part thereof of such document or information which relate to the University
to a person not authorized to receive such article, document or information as the case may be.
4.33 Political Activity
The staff will not be expected to take an active part in any political activity which, in the
opinion of the University, is inconsistent with or reflects adversely upon the independence and
impartiality required by his/her position. Those who may feel compelled as private citizens to
take a public stand on any public matter which may reflect on the University should in the first
instance consult the Vice Chancellor.
Staff Code of Conduct | 24
4.34Declaration on Protection of University Secrets
Upon appointment and on leaving the service of the University, each and every employee shall
sign a declaration that he/she will protect the secrets of the University.
4.35 Absence from Kenya
An officer who at any time wishes to proceed outside Kenya for personal or any other
good reason during duty will be required to obtain prior written permission from the Vice
Chancellor.
Disciplinary processess
and penalties
5.0
25 | Staff Code of Conduct
5.1
Disciplinary Authority
The power of disciplinary action on employees shall be vested in the University Council. (a) For employees in Job Group RU 8 and below, the Disciplinary Committee will be chaired by
the Vice Chancellor. The Vice Chancellor may impose punishments which shall take effect
when ratified by the Council. In case of any disagreement as to the correct interpretation
of the terms, the Labour Laws of 2007 will prevail.
(b) For employees in Job Group RU 9 and above the Disciplinary Committee will be chaired by
the Chairman of Council. 5.2 Disciplinary Procedure
More serious
offences
committed within
employment, or on
the repetition of an
offence for which
formal warning
has already been
given, shall be
considered by an
officer designated
by the Vice
Chancellor for the
purpose.
(a) Minor Offences
(i)
Minor infringements of discipline shall normally be dealt with on their first occurrence by
the immediate supervisor on the spot by an informal oral warning or reprimand.
(ii) Where the facts of the case appear to call for action above an informal warning, a more
senior member in line of management shall consider the matter. The employee concerned
shall be given the opportunity to state his/her case.
(iii) If the case merits it, the employee shall be given a formal oral warning or written warning
or reprimand which shall be recorded on his/her file. The employee shall be told of the
nature of the offence, the improvement required if necessary, and the likely consequences
of further repetition.
(b)
Serious Offences
(i)
More serious offences committed within employment, or on the repetition of an offence for
which formal warning has already been given, shall be considered by an officer designated
by the Vice Chancellor for the purpose.
(ii) Where the Vice Chancellor considers it necessary to institute disciplinary proceedings
against an employee, he/she shall forward to the employee a statement of the charge or
charges framed against him/her and shall invite the employee to state in writing before a
Staff Code of Conduct | 26
I have been commited to carrying out my
duties... in accordance with both the letter
and spirit of all applicable rules of ethics
and canons of conduct. Samuel Alito
date to specify, any grounds on which he/she relies to exculpate himself/herself.
(iii) In case of particular complexity and if the employee has not exculpated him/herself
sufficiently the case shall be referred to a Disciplinary Committee chaired by the Vice
Chancellor or his/her representative.
(iv) An employee on whom any punishment is inflicted by the Disciplinary Committee under the
delegated powers shall reserve the right of appeal to the University Council.
5.3 Disciplinary Measures
(a) The following disciplinary measures shall be imposed on an employee who commits any
breach of discipline:
(i)
Dismissal
(ii) Termination of appointment
(iii) Demotion or reduction in rank/seniority
(iv) Stoppage of increment
(v) Withholding of increment
(vi) Deferment of increment
(vii) Warning, including severe reprimand
Staff Code of Conduct | 28
(viii)Recovery of the cost or any part of the cost of any loss or breakage caused by such action.
(ix) Stoppage of pay or salary of an employee who has been absent from duty without leave or
reasonable excuse for the period of absence.
(b) In the case of employees in Job Group RU 9 and below, the Vice Chancellor may impose
any of the punishments listed above which shall be ratified by the Council. In case of any
disagreement as to the correct interpretation of the terms, the Labor Laws (2007) will be
supreme.
5.4 Interdiction and Suspension
(a) The Vice Chancellor may interdict or suspend any employee for a serious misconduct
provided he/she is satisfied that it is in the interest of the University that an employee
should cease forthwith to exercise the powers and functions of his/her office pending
consideration of his/her case under these regulations.
(b) Where interdiction or suspension is imposed an employee shall not leave his/her duty
station without the written permission of the Vice Chancellor or his/her duly authorized
While under
interdiction, an
employee shall be
paid not less than
one-half of his/her
basic monthly salary.
representative.
(c) While under interdiction, an employee shall be paid not less than one-half of his/her basic
monthly salary.
(d) An employee under suspension shall not be entitled to any salary. However, in cases
of hardship and on request, such an employee may be granted alimentary allowance in
such amount as the Council/Vice Chancellor may consider appropriate depending on the
circumstances of each case provided the amount paid does not exceed one half of his/her
gross monthly salary. (e) The cases of interdiction and suspension should be resolved within a period of three and
one month respectively. Where an officer who is interdicted or suspended is not ultimately
dismissed, the withheld salary shall be paid to the employee.
29 | Staff Code of Conduct
5.5 Offences Warranting Disciplinary Action
Disciplinary action which may lead to dismissal shall be taken against any employee for gross
misconduct such as:
(i)
Conviction for serious criminal offences;
(ii) Absence from duty for a period exceeding 48 hours without permission or reasonable
cause;
(iii) Drunkenness on duty to the extent rendering an employee incapable of performing his/her
duties;
(iv) Willful neglector carelessness in performing any work which was the duty of an employee
to have performed carefully and properly;
(v) Refusal to obey any lawful and proper command issued by the Vice Chancellor or his/her
duly authorized representative;
(vi) Dishonesty or misconduct prejudicial to the standing of the University;
(vii) Misappropriation of the University funds;
(viii)Serious pecuniary embarrassment.
5.7 Dismissal
(a) An employee who is summarily dismissed shall only forfeit any non-contributory
superannuating benefits which he/she would have been entitled had he/she left the services
of the University in normal circumstances entitling him/her to the award of such benefits as
stipulated by the RBA Act.
(b) Matters that may amount to gross misconduct so as to justify the summary dismissal of an
employee for lawful cause are stipulated in the relevant Employment Act.
Staff Code of Conduct | 30
5.8 Appeals
Any employee subjected to disciplinary process under these rules shall be entitled to the rules of
Fairness and Natural Justice, and shall be granted the right of appeal before any imposed penalty
is effected. The appeal shall be heard and determined within a reasonable time, in accordance
with the relevant Labour laws.
31 | Staff Code of Conduct
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