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1. A staff member who has grievances relating to work environment, conflict with job performance, harassment, abuse, and discrimination can always bring up such grievances to his/her immediate supervisor and line authority who shall take the grievances as part of his/her responsible duty and attempt to settle the grievances as quickly as possible.

2. The Institute shall take it as its responsibility in finding the solution for the grievances of a staff member appropriately and fairly including providing the protection for a staff member with grievances and all persons concerned from any undesirable effect which may result from their grievances.


1. The grievance process is initiated when a staff member makes a written statement directly to his/her immediate supervisor or the higher line superior in case that the grievance is related to his/her immediate supervisor. The written grievance should clearly state all facts for consideration.

2. If a staff member's grievance still cannot be solved at the immediate supervisory level within five working days, the line superior shall submit the grievance to the Provost who shall appoint a grievance or fact finding committee composed of a chairperson and three to five members.

3. In the case of a staff member allegedly committed a serious misconduct which warrants a salary deduction or dismissal, the Provost shall set-up a Disciplinary Committee. The Disciplinary Committee shall then make a recommendation to the Provost.

4. The Disciplinary Committee shall conduct inquiry and investigation based on the principle of fair treatment to all parties concerned in the grievance, and shall aim to make all parties in mutual understanding and unity.

5. The Disciplinary Committee shall submit a written report and recommendation to the Provost within five working days after the completion of the hearing.

6. Decisions and/or disciplinary actions shall be made by the Provost, based on the evidence reported, the relevant Institute policies and procedures, and legal factors, and conveyed to the aggrieved faculty member. Specifically in severe cases, the first, second, third, fourth and/or fifth step of the grievance procedure above-mentioned may be omitted.

7. In case where the Institute conducts an investigation of a staff member who has allegedly committed a misconduct, the Provost may issue an order suspending such staff member from work during the said investigation. During the suspension from work, the Institute may or may not make payment of remuneration to the staff member.


1. A staff member aggrieved by the decision of the Disciplinary Committee may make an appeal to the President for review by a Special Hearing Tribunal, to be constituted by the President specific to the case. The members of the Tribunal shall be unrelated to the grieving staff member.

2. The Tribunal shall make written findings on the material facts and a recommendation, on which the President shall make a decision on the grievance. The President's decision is final.