NEWS & ANNOUNCEMENTS

Staff Disciplinary Regulations

DISCIPLINARY REGULATIONS FOR  ACADEMIC/ NON-ACADEMIC STAFF

 

1.         PREAMBLE:

 

Subject to the provision of these Regulations or other laws in force, sanctions shall be imposed on any staff who is involved in any act of misconduct. For the purpose of these conditions of service, misconduct includes any act of wrong-doing prejudicial to good-discipline, the proper and orderly administration of the University as the University authorities may determine.

 

2.         DISCIPLINE:

           

Discipline is the practice of making staff obey rules and punishing them when they break the rules. It is the duty of every staff to acquaint himself with the rules and any other regulations in force.

 

3.MISCONDUCT:

 

  1. Misconduct is defined as a specific act of wrongdoing or improper behavior which is inimical to the image of the service and which can be investigated and proved. It can also lead to termination of contract etc. with University.
  2. Acts of misconduct include:
  • Lateness to work;
  • Refusal to proceed on transfer or to accept posting;
  • Deliberate delay in treating official documents;
  • Failure to keep records;
  • Negligence;
  • Sleeping on duty;
  • Improper dressing while on duty;
  • Hawking merchandise within office premises;
  • Refusal to take / carry out lawful instructions from superior officers;
  • Malingering;
  • Withholding of files;
  • Absence from duty without leave;
  • Nepotism or any other form of preferential treatment;
  • Divided loyalty;
  • Unauthorized disclosure of official information;
  • Foul language;
  • Discourteous behavior to visitors;
  • Insubordination;
  • Misappropriation
  • Inefficiency.

 

4.SERIOUS MISCONDUCT

 

  1. Serious misconduct is a specific act of very serious wrongdoing and improper behavior which is inimical to the image of the service and which can be investigated and if proven, may lead to dismissal.
  2. Serious acts of misconduct include:
  • Any act unbecoming of NTNU staff (such as selling books, accepting gifts or money for anything)
  • Bribery from students or their relatives; (such as selling his books illegally / anything about the documents related to examinations etc.)
  • Corruption; accepting money or gifts in any way, from students or their relatives)
  • Immoral behavior;
  • Unruly behavior;
  • Examination and Admission racketeering;
  • Habitual lateness to work;
  • Drunkenness;
  • Assault;
  • Battery;
  • Unauthorized removal / destruction of secret / sensitive records from files or other storage medium;
  • Membership of cults;
  • Plagiarism (The act of circulating an earlier research work to format, update and republish to achieve promotion);
  • Falsification, Suppression and Forgery of records;
  • Conviction on criminal charge (other than a minor traffic or sanitary offence or the like);
  • Causing the University serious financial embarrassment;
  • Embezzlement;
  • Violation of oath of secrecy;
  • Action prejudicial to the security of the University;
  • Advance Fee Fraud (Criminal code 419);
  • Sabotage;
  • Sexual Harassment; and homosexuality

 

  1. The powers to exercise disciplinary control over members of staff of the University in respect of 2, 3, 4 shall be vested in the Vice-Chancellor.

 

  1. The Head of Department / Director of Centers / Head of Units  shall have a duty to report to the Registrar for non academic staff in writing through the Dean and Provost (where appropriate) any case of misconduct on the part of any member of his staff that comes to his notice. Academic staff has to write their issues through the dean to the academic deputy Vice Chancellor and Non-Academic staff has to write through the Registrar.

 

  1. The Registrar, on the receipt of such a report, shall forthwith forward to the Vice-Chancellor with his own comments, and the Vice-Chancellor after conducting such inquiries as he may deem fit, may take an appropriate action or may report to the Board of Trustee.

 

  1. There shall be a Staff Disciplinary Committee and Appeals Committee of the University whose duties shall be to investigate and report on any disciplinary matter referred to it by the Vice-Chancellor.

 

  1. Any member of staff who is found to have falsified information about his previous status in the public or civil service to take up an appointment with the University shall have his appointment promptly terminated while further action may be taken to retrieve what he has earned.

 

5.DISCIPLINARY MEASURES:

 

  1. A staff member who engages in any act of misconduct as stated above, shall be liable to be disciplined as appropriate in anyway which may include any or a combination of the following ways:

 

  • Query
  • Warning
  • Suspension from duty and/or office
  • Demotion
  • Deferring of promotion / loss of promotion
  • Interdiction
  • Termination
  • Dismissal
  • Deduction from salary
  • Replacement of damaged or lost University property
  • Restitution
  • Reprimand

 

  1. For the purposes of these conditions of service, Vice Chancellor/Board of Trustee shall reserve the powers to take further steps to ensure good discipline, orderly and efficient administration of the University.

 

6.DISCIPLINARY PROCEDURE:

 

  • Vice Chancellor or his nomine shall be informed about the procedure step by step.
  • Disciplinary proceedings shall be initiated as provided by the University.
  • Any staff shall write their defense within 7 days of the notice by staff Discipline Committee. Any staff who do not submit their defense letters to staff Discipline Committee on time means he/she accept the allegation.
  •  Any notice will be done by University official e-mail or Registrar notice board or notice by his/her Head of Unit directly. Any types of notice means as staff accept the notice.
  • The procedure mentioned in 3./4.  above is as follows (on behalf of the Vice Chancellor) :

 

6.1.Query:

 

  • A member of staff who commits an act of misconduct or who is inefficient in the performance of his duties may be warned verbally by the Head of his Department/Unit.
  • A member of staff who commits an act of misconduct shall be given a written query, a copy of which shall be sent to the Registrar.
  • If his explanation is considered by the Head of his Department as reasonable, no further action shall be taken against him and the Registrar shall be so informed.
  • If a member of staff is queried and his response therefore is found unacceptable, he shall be given a written warning. A copy and his response thereto, shall be forwarded to the Registrar through the Head of Department/Unit.

 

6.2.Warning:

 

           A written warning shall normally be regarded as final, and any further offence shall be liable to a more severe disciplinary action and reason for the disciplinary action shall be communicated to the staff.

 

6.3.Suspension:

 

if there is need, it shall be applied following the decision of Vice Chancellor

 

  • During the period of suspension, the staff shall be summoned before the Staff Disciplinary Committee as provided  in this Regulation.

 

  • While on suspension, the staff can use the services provided by the University until the determination of the case.

 

  • A staff who is suspended shall not carry out his duties or visit his place of work except with the express written permission of the Registrar. He shall hand over all University property in his passion to Registrar Office.

 

  • If he is not found guilty in the proceedings on which he is being suspended, he will be reinstated in his post.

 

  • During the suspension period it is not paid salary to the stuff. If he is reinstated, he will receive his full pay for the period of the suspension.

 

  • When a staff is found to have committed the allege offence, he may be disciplined accordingly, or further suspended by the Vice-Chancellor.

 

  • A staff shall not leave his station during the period of suspension without the written permission of the Registrar. But if he violates this provision, he will render himself liable to dismissal.

 

6.4.Demotion:

 

  • A staff may be demoted if, in the opinion of the University management, the staff shall not be allowed to continue on his present
  • If the staff resigns as a result of this action, he resigns at his degraded rank.

 

 

 

6.5.Deferred Promotion:

 

A staff’s promotion may be deferred by the administration as a disciplinary measure.

 

6.6.Interdiction:

 

  • A member of staff who has been charged with a criminal offence in a court of law or tribunal on a matter (other than a minor traffic or sanitation offence) whether or not connected with the University, shall be interdicted by the Vice-Chancellor.
  • The Registrar shall give a formal notice of interdiction to the member of staff concerned, stating the date from which the interdiction takes effect, the duration and the reasons for it.
  • For as long as a member of staff is on interdiction, he shall cease to report for duty and shall not be paid salary.
  • A member of staff who is on interdiction shall be required to handover the keys to his office and any equipment in his charge to his head of Department / Unit or his representative. He shall be forbidden to carry on his normal duties to the University.
  • Where at the end of the proceedings the member of staff is not found guilty of the criminal charge(s) leveled against him, he shall immediately be reinstated and shall receive the balance of his emoluments from the date of his interdiction.

 

  • Where at the end of the proceedings, the member of staff is found guilty, of the criminal charge(s) leveled against him, he shall be dismissed with effect from the date of his conviction .

 

 

6.7.Termination:

                       

The appointment of a staff may be terminated on the recommendation of the Staff Disciplinary Committee for an act of misconduct.

 

6.8.Dismissal:

 

The university may, without notice or payment in lieu, dismiss a staff on the recommendation of the Staff Disciplinary Committee for an act of misconduct, severely prejudicial to the University interest or on criminal conviction.

 

6.9.Deduction from salary     

                       

Any member of staff can be punished according to his/her misconduct as deduction of salary by staff Discipline Committee.

 

7.APPEAL:

 

A person who is sanctioned for an act of misconduct shall appeal to Appeals Committee for a review.

 

8.COURT ACTION:

 

No staff shall resort to litigation without first exhausting the internal avenues for settling grievances or seeking redress in the University.

 

9.TERMINATION OF APPOINTMENT OF ACADEMIC, ADMINISTRATIVE AND PROFESSIONAL STAFF:

 

  1. If it appears to the Vice-Chancellor that there are reasons for believing that any person employed as a member of the Academic or Administrative or Professional staff of the University should be removed from his office or employment on the ground of misconduct or inability to perform the functions of his office or employment.
  2. The Vice-Chancellor shall:
  • Give notice of those reasons to the person in question;
  • Afford him an opportunity of making representations in person on the matter to the Vice-Chancellor
    1. If he so request within the period of one month beginning with the date of the notice, make arrangements:

i-The Vice-Chancellor may in a case of misconduct by the member of staff which in the opinion of the Vice-Chancellor is prejudicial to the interest of the University, suspend such member and any of such suspension shall forthwith be reported to the Board of Trustee.

ii-For good cause, any member of staff may be suspended from his duties or his appointment may be terminated by VC, and for the purposes of this sub-section “good cause” means:

 

  • Conviction for any offence which the VC considers to be such as to render the person concerned unfit for the discharge of the function of his office

 

  • any physical or mental incapacity which the VC, after obtaining medical advice, considers to be such as to render the person concerned unfit to continue to hold his office

 

  • Conduct of a scandalous or of other disgraceful nature which the VC considers to be such as to render the person concerned unfit to continue to hold his office

 

  • Conduct which the VC considers to be such to constitute failure or inability of the person concerned to discharge the functions of his office or to comply with the terms and conditions of his service.

iii-It shall be the duty of the person by whom an instrument of removal is signed in pursuant of sub-section 8.6.1 above to use his best endeavors to cause a copy of the instrument to be served as soon as reasonably practicable on the person to whom it relates.

iv-Nothing in the foregoing provisions of this section shall prevent the Council from making regulations for the discipline of other categories of staff and workers of the University as may be prescribed.

 

Dress Code***;

a.All transparent, tight fitting, bare back and clinging dresses;

b.All short dresses above knee length, including knickers and shirts with slit above the knee;

c.All provocative dresses that reveal the bust, belly, waist, chest, shoulder and backside;

d.Dresses bearing obscene and unholy inscriptions;

e.Bathroom slippers and jack boots in working place;

f.Wearing of dark glasses except on medical grounds;

g.All baggy, turn out, worn out and combat jeans, shirts and trousers with multiple pockets;

h.Flying of collars;

  1. Plaiting, perming and wearing of earrings and bangles for male staff.

 

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