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Table of Contents

Work Ethics Policy. 3

First: The purpose of the policy. 3

Second: Scope and Implementation Mechanism: 3

Third: Employee Rights and Responsibilities: 3

Employee Rights: 3

Employee Responsibilities: 4

Prohibited for the employees: 4

Employee's dealings with external parties: 5

Conflicts of interest for the employee: 5

Handling complains and suggestions guide. 6

The goal: 6

Reasons for complaints: 6

Channels for receiving complaints: 6

Follow-up mechanism for handling complaints: 6

Confidentiality of dealing with complaints: 7

 

Work Ethics Policy

First: The purpose of the policy

A. This policy serves as a complementary pillar to what the university adopts to enhance the work system, performance standards, as well as the behaviors of interaction and cooperation among colleagues and supervisors in a way that preserves the university's mental image and maintains the work environment at its highest levels.

B. This policy is based on the principles of loyalty to the university, discipline, productivity, work excellence, good manners, honesty, responsibility, and adherence to the university's systems, regulations, and instructions, as well as safeguarding the university's properties and funds to achieve the university's mission and goals. It aims to:

  • Define the expected behaviors and conduct of university employees, as well as unacceptable behaviors and conduct that do not align with the university's values.
  • Establish ethical standards, fundamental principles, and professional culture and values in the employees of the university, and reinforce their commitment to them.

Second: Scope and Implementation Mechanism:

This policy applies to all employees of the university, and every new employee must sign a document committing to comply with this policy before starting their work. A copy of this commitment will be kept in their personnel file. Any violation of the provisions of this policy will require taking the necessary disciplinary actions according to the human resources policies.

Third: Employee Rights and Responsibilities:

Employee Rights:

  • To be treated with kindness, fairness, and equality, with attention to their conditions and interests, and refraining from any action that compromises their religion or dignity.
  • To receive their salaries and financial entitlements on time.
  • To provide a suitable work environment and meet its requirements in terms of equipment, technologies, and plans.
  • To receive support and assistance during the educational/administrative process to enhance their efficiency.
  • To foster human relationships and loyalty to the university.
  • To encourage individual creativity, initiatives, collaboration, and teamwork spirit.
  • To maintain the confidentiality of their information.
  • To highlight their outstanding achievements in their field of work and provide encouragement.
  • To submit grievances about perceived injustices through the proper administrative channels within the university.

Employee Responsibilities:

  • To adhere to work schedules and dedicate full working hours to perform their duties and job tasks professionally and faithfully.
  • To carry out their job duties and any assigned work outside official working hours and official holidays with efficiency, honesty, and loyalty.
  • To refrain from any behavior that compromises honor and dignity, whether at the workplace or elsewhere.
  • To follow the instructions related to work and implement the directives given by their superiors accurately and honestly within the limits of approved policies and regulations.
  • Maintain absolute confidentiality and privacy regarding entrusted tasks and commitments, refraining from disclosing work-related secrets during and after employment at the university.
  • Adhere to the regulations, instructions, values, customs, and traditions prevailing in the country.
  • Observe proper etiquette in interactions with students, colleagues, university guests, service beneficiaries, and cooperate with them to serve the administrative/educational process.
  • Engage in self-development within the specialization field and contribute to the development of the administrative/educational process.
  • Transfer and exchange experiences and knowledge with subordinates and colleagues to motivate them and improve their performance.

Prohibited for the employees:

  • Exploiting their position and authority for personal gain.
  • Accepting gifts, grants, or special services from any party with an interest in the university.
  • Disclosing any work-related information at the university to others, including media outlets and others.
  • Engaging in any work other than their official duties at the university, whether for pay or without pay, during or outside working hours, except with official approval from the university.
  • Wasting work time by accessing social media websites, the internet, or reading newspapers and magazines unrelated to their tasks.
  • Sleeping during working hours.

Additionally, the following behaviors are prohibited:

  • Smoking in the workplace, as per Article (7-4) of the Anti-Smoking Regulation issued by Royal Decree No. (M/56) on 28/7/1436 AH. Smoking, according to Article 2 of the Anti-Smoking Regulation, includes the use of tobacco and its derivatives, including cigarettes, cigars, pipes, chewing tobacco, shisha, and any product that contains tobacco components, whether through cigarettes, cigars, pipes, snuff, chewing, storage, or any other method.
  • Delaying or absenting from work without prior permission from the immediate supervisor.
  • Engaging in non-work-related discussions during working hours.
  • Directly or indirectly directing any form of insult, threat, or mockery to colleagues at work or clients.
  • Collecting signatures of other employees, inciting them, or participating in any plot against work or hindering it.

Employee's dealings with external parties:

  • Respect the rights and interests of others without exception and interact with them politely, tactfully, impartially, and objectively.
  • Seek to gain the trust of external parties through integrity, responsiveness, and appropriate behavior in all activities in line with the policies and regulations of the university.
  • Expedite the required transactions with the necessary speed and accuracy within the scope of authority, and respond to inquiries and complaints from clients with precision, objectivity, and promptness.
  • Handle documents and personal information related to individuals and external parties with complete confidentiality and refrain from exploiting them for personal purposes.
  • Refrain from any action that negatively affects the clients' trust in the university.
  • Disclose any illegal or unofficial offers presented to the employee by any external party and abstain from engaging in any preferential treatment for anyone through nepotism or favoritism.
  • Refuse to accept or request any gifts, favors, or other benefits of any kind that may have a direct or indirect impact on the employee's objectivity in carrying out their job tasks or may obligate them due to their acceptance.

Conflicts of interest for the employee:

  • Refrain from engaging in any action that may lead to an actual, apparent, or potential conflict between their personal interests on one hand, and their job duties and responsibilities on the other hand.
  • Avoid any activity that does not align with their objective and impartial performance of their duties or that could result in preferential treatment for individuals in their dealings with the university.
  • Immediately inform their immediate supervisor in case of any conflict between personal interest and the public interest, or if the employee faces pressures conflicting with their official duties, while explaining the nature of the relationship and the nature of the conflict.
  • Not use their position, directly or indirectly, to obtain financial gains or any personal benefits.
  • Not exploit or use the information obtained during their work at the university, or after the termination of their service, as a means to achieve direct or indirect personal benefits for themselves or others, and not disclose such information to give unfair advantage to any other parties.
  • Disclose the existence of any personal relationship with any external party before participating in any decision or recommendation concerning that party.
  • Not retain any official document belonging to the university, or a copy of it, for personal use, or allow external parties to access it.

Handling complains and suggestions guide

The goal:

These procedures aim to ensure the handling of complaints and grievances with utmost care, efficiency, and confidentiality. They are closely monitored to avoid any delays and ensure a fast resolution to achieve the satisfaction of beneficiaries.

Reasons for complaints:

  • Concerning the procedures followed at the university.
  • Related to personal mistakes made by the service provider.
  • Lack of awareness by the beneficiary regarding the benefits obtained from the service.

Channels for receiving complaints:

Complaints can be submitted through various communication channels, including:

  • Email
  • Phone calls
  • Direct handling
  • Physical mail
  • Visiting the university during official working hours from Sunday to Thursday, 8:00 AM to 3:30 PM.

Follow-up mechanism for handling complaints:

The beneficiary can submit a complaint through any of the mentioned channels, and if it is written, they may be asked to fill out a "Complaint Form."

Once received, the beneficiary will be provided with a unique reference number. The administration will inform the beneficiary within three working days of receiving the complaint that it will be addressed, and a response will be provided within five working days. If the complaint is urgent, it will be escalated directly to the relevant authority for immediate resolution.

Written complaints will receive a formal written response, and the beneficiary will be informed of the decision made. If the beneficiary agrees with the decision, the complaint will be closed upon implementation, and all related documents will be kept.

If the administration doesn't receive any additional communication from the beneficiary within 15 working days after the final written response, the complaint will be considered closed, and all documents related to the complaint will be archived.

Confidentiality of dealing with complaints:

The employee handling the complaint must maintain the confidentiality of the information and contents of the complaint and related documents. The employee is only allowed to access information and documents relevant to their work responsibili