9.8. Disciplinary panels and appeal panels will be made up of different people for fairness. Informal Procedures - Extenuating circumstances Attendees at our conferences are expected to undertake responsibilities in a way that is respectful of others, ensuring that NUS is accessible for all to participate. Scope Measures will be out into place to ensure a diverse membership of this committee. NUS dismissed Prof Hopf on Tuesday "given the serious nature of the offences", said the university. hޜV[O�:�+~!��H+�^�tw�t����@���������3c���R�Udyb���͙͌I#�YF�3'\9$��BB��hM�aH�aAJi�@�ذ�!8�t��Q��D��N�4GJ�x���H��m�R�+U�����(�وvZ������|��O8M[�._. Copies of any meeting records will normally be given to the individual concerned (in certain circumstances information shall be withheld for example to protect a witness). Minor cases of misconduct and poor performance are best dealt with informally. 27. National University of Singapore is ranked consistently as one of the world's top universities. 9.4. Hearings will be arranged as far as possible at a mutually convenient time and place and the member will have the right to be accompanied by a colleague or representative of their choice. Damaging any property, whether deliberately or negligently; The panel shall be made of the following: This will be in writing and will state: NUS aims to confirm the outcome of its investigation to the complainant, the respondent, and other interested parties including the respondent’s home union within 14 working days of the date of the formal notification of the investigation, subject to having been able to contact all relevant parties within this time. It is meant to serve as a broad framework, and should not be treated as an exhaustive list. Before a decision is reached or any disciplinary action taken there will be a disciplinary hearing at which the member will have an opportunity to state their case and answer the allegations that have been made. They are key to fostering and sharing staff expertise across the movement. The COI found that the consumption of alcohol in the workplace and the act of making an offensive remark contravened provisions in the NUS Code of Conduct for Staff … 19. 18. There are different types of action that can be taken that vary in their severity. 14.5. This will occur when the infringement is more serious or is a failure to improve behaviour during the currency of the previous warning and can be given by the Panel. 14.1. For the purpose of this procedure, members are defined as in the Core Constitution; 3.1 The Students of a Constituent Member aged 16 or over; 3.2 All NUS Committee Members and members of the National Executive Council; 3.3. An appeal will be heard by a panel (see below), who have previously had no involvement in the case. A student officer from a students’ union The convenors of NUS Area Organisations. 8.1. Code of Conduct for Staff. The Trustee Board shall annually appoint a lay trustee to supervise this procedure. This will occur in cases of minor infringements and can be given by a member of the Panel. 49. - Formal warnings about behaviour; In advance of each event, NUS will nominate a Complaints Manager who will be responsible for managing complaints received at or about the event. Other Specific Codes of Conduct While this Code generally describes the ethical, professional and legal standards that the University subscribes to, faculty, staff, researchers and students shall further observe the specific codes of conduct or policies which apply to them, including: Faculty and Staff Code of Conduct The code concerns the disciplinary rules and procedures that operate within NUS. Because the ability to hold elected office in NUS is dependent upon membership status and one of the rights and privileges of membership, suspension of entitlements would represent a suspension of that holding of office. - Deliberate damage to organisational or personal property - Information on the right of appeal including how to make the appeal and to whom. It is recognised that in addition to the University’s Code of Conduct, individuals may also be bound by other codes of conduct laid down by the relevant professional regulatory bodies. 14.7. This includes [slacks/ loafers/ blouses/ boots.] How Communities of Practice work Communities of Practice are run by students’ union staff for peers within the student movement. 23. Where an allegation is made under this code that, were it to be proved, would constitute a criminal act, the Complaints Manager will give strong consideration as to the early involvement of the Police. - Serious infringement of equal opportunities, safe space, no platform, safeguarding or staff protocol policy. During a disciplinary hearing, the case against the member will be presented in detail by the appointed investigator. 14.6. 16. If this procedure is used, the Supervising trustee will appoint an impartial third party to investigate the matter. The Complaints Manager, along with the Designated Advisor, will decide whether any action can or should be taken immediately at the event. The code of conduct is a set of standard social norms, regulations and responsibilities of each individual in the company. We expect you to be clean when coming to work and avoid wearing clothes that are unprofessional (e.g. Members will be informed of what action will be taken if they fail to improve either their performance or conduct (see below). It is important that Members know what standards of conduct and performance is expected of them. The member will be notified of a disciplinary hearing in advance and will be provided copies of statements given by any witnesses or other written evidence to be used. 14.2. The Supervising Trustee shall annually report to the Trustee Board on the operation of this code. Therefore grounds for appeal are: Stages of Disciplinary Action The deadline for doing so is seven working days after the date of formal notification of the investigation. Where disciplinary action is necessary the member will be informed of the decision. Where a disciplinary matter arises internally, or a matter is referred to the Panel internally, a complaint will be drafted by the relevant senior manager or Full Time Officer that is making the referral or becomes aware of the issue. This Code of Conduct applies to all staff and faculty, student employees, and vendors and contractors acting on behalf of the University. It established that he had breached the NUS code of conduct for staff. It is important it is clear and comprehensivecovering all the important areas for your organization. participation of those concerned, a Code of Conduct for employees. An employee code of conduct policy may also be referred to as a conduct in the workplace policy. Where an issue arises at a Democratic Event, the relevant steering committee or Democratic Procedures Committee as appropriate will operate a procedure that, as far as possible, matches the above provisions whilst safeguarding delegates’ right to participate and any constitutional requirements/rights. 29. Read more Chinese professor breached staff conduct rules: Singapore university As long as you conform with our guidelines above, we don’t have specific expectation… 43. NUS will endeavour to ensure all steps in the process remain fair and in line with equal opportunities policy and procedures. Failure to observe this requirement will result in disciplinary action being taken under this code. Accurate records will be kept detailing: 46. - Details of the appeal mechanism A note of the warning will be kept on file for six months but then disregarded for disciplinary purposes. 41. If you believe that there is a problem around a member’s conduct, you should inform a member of NUS staff who will then refer you onto the nominated Complaints Manager. 8.4. 44. - A disciplinary matter arises, or The Complaints Manager will take a short statement from the complainant detailing the nature of the complaint and all relevant circumstances, which the complainant will be asked to sign and date. 40. The statement should attach copies of any other documents on which the respondent wishes to rely. 9.5. All NUS staff must adhere to the University ’s Code of Conduct for Staff. 9.2. The Supervising trustee will then decide whether to drop the matter, arrange informal coaching, advice or counselling, or to arrange for the matter to be dealt with under the disciplinary procedure. Suspension of benefits or other sanction %PDF-1.6 %���� 9.1. Before a decision is reached or any disciplinary action taken there will be a disciplinary hearing at which the member will have an opportunity to state their case and answer the allegations that have been made. It was started because NUS had received 2 complaints that Dr Fernando had “behaved inappropriately”. Residents are also subjected to rules and regulations of the NUS Housing Agreement. Distinguished NUS Yong Loo Lin School of Medicine (NUS Medicine) alumna Dr Oon Chiew Seng was conferred an Honorary Doctor of Letters by NUS Chancellor and Singapore President Madam Halimah Yacob on 12 Jan. The appeal should be made in writing stating the grounds upon which the appeal is to be made and be received by the Panel within a further 10 working days. endstream endobj startxref When; 35. Disciplinary action may be taken in respect of any breach of discipline: 12. 2 RATIONALE & OBJECTIVE 2.1 The COC is intended to guide the professional and personal conduct of Staff in the course of their employment with the University. Behaviours not in alignment with this Code are addressed through the Demerit Point Scheme (as stipulated in the Housing Agreement) and the KEVII Terms of Reference (see Appendix). - Bias of disciplining officer The code outlines how delegates can raise concerns and make complaints, as well as outlining the procedures that NUS will follow in dealing with complaints and concerns. This will usually be the lead tutor. - Written warning This does not include any NUS staff who are subject to disciplinary procedures agreed between ACTS (staff union) and NUS. - The severity of the penalty If a member’s conduct still fails to improve the final stage may be: 6. 14.15 Unless they can be dealt with at the event to the satisfaction of all parties, all written complaints about behaviour at a non-democratic event will be investigated using the standard procedure. In some cases data received by a students’ union may be used to generate a complain that would cause a temporary suspension under the code. 3. - Temporary Disciplinary suspension of some or all membership entitlements. 14.12 Should a delegate be removed from the event, their home union will be notified immediately of the fact of the removal and the nature of the complaint made against the delegate. Having carried out an investigation, the investigator will make a report to the Supervising trustee. - Whether an appeal was lodged, its outcome and any subsequent developments. This could include (without limitation): Criminal Acts These are: 8. 57. - Any recommendations/action required to prevent future disciplinary action - Serious bullying or harassment Acting with dishonesty or with intent to defraud; The Code of Conduct sets out standards of business conduct including ensuring the interests of patients remains paramount at all times, that all staff are impartial and honest in the conduct of their business and that public funds are used to the best advantage of the service. This code, once agreed and approved, will be made available to all employees. A copy of the written warning will be kept on file for twelve months but then disregarded for disciplinary purposes. The Code of Conduct requires workers and providers who deliver NDIS supports to: act with respect for individual rights to freedom of expression, self-determination, and decision-making in accordance with relevant laws and conventions; respect the privacy of people with disability; In particular an impartial person, such as a member of NUS staff, will carry out the investigation. 9. No NUS officer or representative should comment publicly on any incident that is being dealt with under this procedure. Where the complaint involves an individual or group of people as a victim (as opposed to NUS generically or its property) they will be encouraged to raise the matter with the Police, a process which may cause the Code of Conduct process itself to be paused or deadlines amended subject to successful resolution with the Police. Individual will be kept on file for twelve months but then disregarded for disciplinary purposes will to! 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