5.6.8

5.6.8 Does your university as a body have a policy that protects those reporting discrimination from educational or employment disadvantage?

Student Code of Conduct

Canadian University Dubai’s students are the true ambassadors of its Mission and Vision. Students are expected to respect the rights and privileges of others, to maintain professional ethics, and to display honesty and integrity.

Unacceptable conduct includes, but is not limited to:

Unacceptable Conduct:Academic

•Disturbing teaching activities,

•Cheating on an exam,

•Violating examination rules,

•Plagiarizing assignments or coursework,

•Partaking in academic dishonesty.

Unacceptable Conduct: University Premises

•Fabricating information in any form, submitting falsified material to any University office, or presenting a false statement in any University disciplinary proceeding,

•Forging, altering, or misusing a University identification card, documents, or keys without the consent of the relevant authorities,

•CausingdeliberateorthoughtlessdamageordestructiontoUniversitypropertyonoroffpremisesorbelonging to others including but not limited to graffiti, destroying or removing advertisements,

•Unauthorized entry or trespassing,

•Occupying all or part of any University building, hindering or intimidating any persons, or threatening persons with forcefulness with the aim of:

– Hindering or stopping normal functions of the University;

– Preventing anyone from going about in a lawful manner;

– Stopping specific activities related to the University.

•Falsifying one’s ID or failing to show ID to an identified official or employee of the University,

•Failing to obey University officials engaged in University activities,

•Damaging the reputation of the University through improper conduct,

•Violating the Acceptable Use Policy,

•Stealing, being accessory to theft, and/or possessing stolen property,

•Improper use of University property in a manner contrary to its designated purpose including misuse of accommodation hall amenities and furniture,

•Disrupting a class, classroom, or other University unit, or campus activity by any means including but not limited to noise, projectiles, or other form of disturbance or disruption,

•Aiding, abetting, leading, encouraging causing or participating in a riot, including but not limited to food fighting, on University property or during a normal University activity,

•Removing without authorization or mutilating library materials,

•Betting: students may not gamble or bet on University property in any way, shape, or form,

•Bringing unauthorized visitors onto University premises,

•Disobeying University rules governing the use of its facilities.

Unacceptable Conduct: Student Safety

1.Harassing, assaulting, or using physical violence against others,

2.Jeopardizing the safety of others or violating human rights,

3.Participating in individual or group activities that deliberately or irresponsibly cause serious disorder or suffering to others,

4.Possessing dangerous weapons such as, but not limited to firearms, on University property,

5.Intentionally possessing or using a dangerous artifact or substance that could harm or distress any person on University property,

6.Possessing and/or using fireworks,

7.Impersonating another student with or without his consent. Any student who believes that he or she has been the subject of harassment or observed any type of harassment must communicate this incident to the Dean of Student Affairs.

Canadian University Dubai has zero tolerance for any type of harassment.

Student Disciplinary Policy

Students accused of objectionable behavior may be subjected to an array of reprisals, actions, and penalties as per Canadian University Dubai policy. Behavior-on or off campus-that violates the University’s standards of good conduct, or that present a hazard to the health and safety of the University community, may be subject to disciplinary actions.

A student under expulsion or suspension due to unacceptable behavior will not be permitted access to the University premises, which include the campus, its facilities, and the student accommodation. The student might be allowed to have access to the University premises if he or she is invited by the University Authority, or for a scheduled appointment, made by the student, with the University Authority.

List of Conduct Violations with Accompanying Disciplinary Actions

The Dean of Student Affairs often resolves through mediation all conduct issues occurring on premises. However, in serious cases, the Dean of Student Affairs will refer the violation to Canadian University Dubai’s Disciplinary Committee.

The following is a summary of possible violation and their corresponding disciplinary actions.

The actions covered in the previous table are considered misconduct if they take place on Canadian University Dubai property/premises or elsewhere if the student concerned was involved in a University activity, was representing the university, or was present at that place by virtue of his or her status as a student of Canadian University Dubai, including any work placement. Any such incidences of misconduct will be dealt with on a case-by-case basis.

Types of Warning and Actions

Verbal Warning: A verbal warning is given by the Dean of Student Affairs to a student whose conduct or behavior violates the University’s Code of Conduct.

Written Warning: A written warning is given to the student by the Disciplinary Committee. The warning will state that another violation of the University’s code of conduct may result in additional disciplinary measures.

Probation Warning: The probation warning is given to the student by the Disciplinary Committee. This probation warning indicates that the student behavior and conduct will be carefully monitored for a certain period of time. Any misconduct may lead to further disciplinary action.

Reimbursement or Replacement: Any damage to the University’s property will require payment, repair or replacement of the damaged good. Failure to pay may result in preventing the student from registering or obtaining his transcript.

Mandatory Labor: Disciplinary action due to a conduct violation may on occasion encompass mandatory labor on campus. This type of action may be alternatively proposed by the Disciplinary Committee

Disciplinary Committee

The Disciplinary Committee will oversee all student misconduct and decide on the consequences to the alleged breaches of Canadian University Dubai’s Conduct Code. The Disciplinary Committee is chaired by the Dean of Student Affairs.

Procedures

1.Anyone from Canadian University Dubai Community (faculty, administrator, staff or student) who believes that a violation of the Conduct Code has been committed must inform the Dean of Student Affairs in writing.

2.The Dean of Student Affairs will amass and examine evidence relevant to each particular case.

3.The Dean of Student Affairs will, based on their investigation, decide to refer, or not refer, this case to the Disciplinary Committee.

4.The student maintains the right to appeal their case to the University’s President.

5.TheDeanofStudentAffairswillselectthreeadministratorsandfourfacultymemberstositontheDisciplinary Committee.

Communications to the Student Regarding Conduct Violations

-The Disciplinary Committee will take an acceptable amount of time to plan and conduct its investigation. The investigation will include Student(s) and witness interviews; and, if needed, preparation of the witness for testimony (ies), and collection of evidence.

– The Disciplinary Committee will inform the student on paper of the alleged violation of Canadian University Dubai’s Code of Conduct and of the verdict reached by the Disciplinary Committee, as well as the disciplinary measures

-The student will have 72 hours (three class days) to appeal the decision of the Disciplinary Committee to the President prior to any final disciplinary action. The President will reply to the appeal in writing. A duplicate of the response will be sent to the Dean of Student Affairs.

-The President has the right to overturn the decision of the Disciplinary Committee; the President’s decision is final.

Disciplinary Committee Hearing

•The Dean of Student Affairs will update all members concerned in the disciplinary action as to the confidentiality of the case.

•The Dean of Student Affairs will present a summary of the case.

•The student who allegedly violated the Code of Conduct must appear at the scheduled hearing.

•If the student cannot appear for exceptional reasons, he or she must inform the Dean of Student Affairs and must present documentation supporting his or her emergency.

•The Disciplinary Committee may call in witnesses.

•The Disciplinary Committee will question the student who violated the Code of Conduct.

•The Disciplinary Committee will examine, and conclude, by means of assigning appropriate remedial disciplinary actions based on the case.

•The Dean of Student Affairs will prepare a letter informing the accused of the Disciplinary Committee’s decision;

•The letter will be stored in the student’s folder held in the Registrar’s Office.

Process for Appeal Students may appeal the Disciplinary Committee’s decision within 72 hours (three class days) to the President of the University. The President can overturn the decision of the Disciplinary Committee; a letter bearing the results will be sent to the Dean of Student Affairs. The President’s decision is final.

Student Complaints

 Students can expect an excellent education at Canadian University Dubai. Nevertheless, a student may question, complain, or grieve certain materials or issues pertaining to their involvement at the University. For quality assurance, the internal procedures for addressing student complaints aim for transparency and due process thereby ensuring student complaints are addressed impartially, reliably and punctually.

Principles The University’s student complaint resolution process is based on the following principles:

• Fair and equitable procedures are used to review and resolve the student complaint.

• Privacy and anonymity is assured for all parties, except for use of information as authorized by law;

• Fair and respectful proceedings during the entire search, deliberation, and conclusions by all involved.

• No retaliation or any shortcoming arising from a student complaint made in good faith.

• Timely handling of complaints with measurable deadlines identified at each stage of the resolution process.

• Timely and regular communication of the case process, progress, and result; Access to-, and option to move to a higher internal level in case the student requires a review based on technical or practical grounds.

Types of Student Complaints

Academic Complaints

Complaints against academic conclusions include but are not limited to:

• Academic advancement decisions.

• Assessment substance.

• A conclusion by an academic person that affects an individual or a group of students.

• Matter or structure of academic programs, method of learning, teaching, or assessment.

• Questions relating to authorship and intellectual property.

Administrative Complaints

Administrative Complaints relate to conclusions and actions associated with administrative or academic facilities, which include but are not limited to:

• Policies pertaining to administration, procedures and rules by central administration, student support groups, and faculties.

• A conclusion taken by an administer that affects an individual or groups of students.

• Access to University resources and facilities.

Complaint Resolution Procedures

This segment summarizes the internal processes applicable to academic and administrative complaints.

Informal Approach

a) The student concerned about an above-mentioned item should first contact the person involved in writing. If the student cannot reasonably contact this person or resolve their issue at this level, then the student should contact the Leader of the relevant department or of the administrative unit or the Program Leader or the Dean of the Faculty / Department for a discussion. Concerns about a resolution at any of the steps mentioned above should ordinarily be raised to the Chair of the committee. The complaint must be delivered in writing within 15 days of the original incidence.

b) The University anticipates that in most instances the discussion of the concern with a pertinent staff member will result in the quick resolution of the matter to both parties’ satisfaction.

c) If the issue is not resolved, then the student may contact his Academic Advisor who will direct him to the appropriate individual who will address the case.

d) The student has fifteen days following an incident to lodge a formal complaint if the issue is not resolved

Formal Approach

If the complaint deals with an academic matter, it should be addressed to the Vice President of Academic Affairs; if the complaint is regarding student support services, it should be addressed to the Dean of Student Affairs; if the issue deals with an administrative or financial matter, the complaint should be addressed to the Vice President of Administration and Finance; if the issue deals with registration matters, the complaint should be addressed to the Registrar.

Withdrawal of a Complaint

At any time during the informal of formal process, a student may withdraw their complaint, and at that time the matter will be deemed concluded and resolved. In this case, if the complaint was made in writing then a written withdrawal letter must be composed by said student and delivered to the relevant person handling the matter. Canadian University Dubai then considers the case closed.

The Complaint Review Committee is an ad-hoc committee that can be called when a formal complaint is lodged. The Complaint Review Committee consists of three members appointed by the Vice President of Academic Affairs or the Dean of Student Affairs, pending a complaint. For academic complaints, in addition to the VPAA, the Dean of the appropriate Faculty, one faculty member from another Department and the student counselor are required. For issues concerning academic matters, in addition to the Dean of Student Affairs, one faculty member, one Dean, and the Library Director are required

Academic Integrity: Policies & Procedures

1.Purpose: Canadian University Dubai is committed to ensuring that faculty and students adhere to the highest academic standards in terms of ethics, integrity and behaviour.  Canadian University Dubai also acknowledges that  the  trust  established between society and the university’s graduates must be enforced through a fair and equitable evaluation  of  student work and the dissemination of strong academic values. The purpose of this policy is to guide CUD community in understanding in what academic integrity and misconduct are for students, the processes the University will follow when there is a suspicion of student academic misconduct, and the academic  penalties  and  other  consequences  that  may  be  imposed  if  students  are  suspected  of  engaging  or  found  to have engaged in academic misconduct. 

2.Application of the policy: This policy applies to all current CUD students (undergraduate, and  graduate),  and applies to all academic activities, whether  on or off campuses.

3.Definitions:

Academic  Misconduct: Any behaviour that undermines the university’s ability to evaluate fairly students’ academic achievements, or any behaviour that could gain students or others unearned academic advantage or benefit. 

Academic Misconduct  includes  but  not  limited  to: 

Plagiarism,  including  self-plagiarism;  cheating;  misrepresentation  of  personal identity; fabrication, unethical behaviour, misuse of IT communication resources and    unauthorized use of intellectual property.    The above list characterizes the most common instances of academic misconduct which  negatively affect the credibility and value of education and degrees conferred by any university.

Plagiarism: Plagiarism includes, but is not limited to, representation of others’ work, lending unauthorized assistance, and  using  strategies  or  processes  with  the  aim  of  attaining  dishonest  grades.  Students must not submit any material created by or acquired from another person or business.

Cheating on Examinations: Cheating refers to attempting to use unauthorized materials, or obtaining unauthorized assistance in all types of examinations. This may include impersonating another student; looking at another student’s materials; using unauthorized notes/books/calculators; talking to other students; using communication devices such as mobile phones or any Bluetooth devices.

Information and Communication Technology Misuse: CUD is committed to providing faculty and students with all the required IT resources needed in order to ensure proper delivery of academic programs and access to information. The use of these IT resources should be legal and ethical and should fully comply with Canadian University Dubai ICT-AUP and  applicable  laws  in  the  United  Arab  Emirates.  The  University  ICT-AUP  can  be  accessed  through  the  website www.cud.ac.ae.

Fabrication:It refers to the process of inventing or falsifying information in an academic activity. Examples of fabrication may  include  falsifying  the  results  of  an  experiment;  falsifying  a  document  or  research  paper;  inventing  a  source  that doesn’t exist; and/or fabricating data to support claimed results.

Ethical Behavior: Students are expected to fully adhere to the ethical standards mandated by the University and the laws  of  the  United  Arab  Emirates.  Unethical behavior  may  include  misuse  of  intellectual  property  and  copyrighted materials;  dissemination  of  false  information;  inappropriate  behavior  in  class;  disrespect  towards  faculty  or  other students.

Policy of Protection for Complaints Discrimination and Retaliation

This policy defines prohibited discrimination, harassment (including sexual harassment), and retaliation; outlines reporting options and obligations; and describes the investigation process for complaints of discriminatory misconduct. Formal grievance procedures are set forth in applicable collective bargaining agreements and the university’s grievance policy.

Policy of Protection for Complaints Discrimination and Retaliation – Entities Affected by this Policy:

This Policy applies to all students, staff, faculty, university partners, and other individuals participating in or seeking to participate in, or benefit from, the university’s programs or activities, whether on or off campus, including education and employment.

Policy of Protection for Complaints Discrimination and Retaliation – Policy Statement

The university is committed to equal access to programs and activities, admission, course offerings, facilities, and employment for all of its: students,employees, and university community members. It is the policy of the university to maintain an environment free of discrimination against any person because of their real or perceived “protected characteristic” including race, color, religion, national origin, sex, sexual orientation, gender identity, gender expression, pregnancy (including pregnancy-related conditions), age, physical or mental disability, genetic information (including family medical history), ancestry, familial status, citizenship, service in the uniformed services (as defined in federal and state law), veteran status, expunged juvenile record, and/or the use of leave protected by state or federal law. Discrimination or harassment based on one or more of these protected characteristics violates the dignity of individuals, impedes the realization of the university’s educational mission, and will not be tolerated. It is the responsibility of every member of the university community to foster an environment free from discrimination, harassment, and retaliation. All students, employees, and other members of the university community are strongly encouraged to take reasonable and prudent actions to prevent or stop acts of discrimination, harassment, or retaliation. This may include directly intervening when safe to do so, enlisting the assistance of others, contacting law enforcement, or seeking assistance from a person in authority.

Policy of Protection for Complaints Discrimination and Retaliation – Policy Jurisdiction

This Policy applies to all students, staff, faculty, university partners, and other individuals participating in or seeking to participate in, or benefit from, the university’s programs or activities, whether on or off campus, including education and employment.

• For claims against students and student organizations, jurisdiction is defined by the Student Conduct Code.
• For claims against employees, this Policy applies to conduct that: occurs on campus or property owned or controlled by the university (university property), occurs in the context of a university employment or educational program or activity, uses university resources, such as workplace telephones, video conferencing technology, e-mail, or other means of electronic communication, or creates a hostile environment for or causes substantial disruption to the university community or any of its members, or seriously threatens the health or safety of any person. The university will follow applicable collective bargaining agreements, policies and procedures in determining whether corrective action can be imposed for behavior that occurs during non-work hours.
• For claims against third parties, such as contractors, visitors, alumni, and guests, the university will determine the appropriate manner of resolution, which may include without limitation referral to local law enforcement or to the school or employer of the third-party respondent, and/or restriction from access to campus or university programs or activities. The university’s ability to take disciplinary action against a third-party respondent is limited and will be determined by the nature of the misconduct and the university’s relationship to the third-party respondent.

Policy of Protection for Complaints Discrimination and Retaliation – Confidential Resources

The university also offers a number of confidential resources for individuals who are unsure whether to report misconduct or who seek counseling or other emotional support in addition to, or without, making a report to the university. A link to resources, including confidential resources is included at the end of this policy.

Policy of Protection for Complaints Discrimination and Retaliation – Retaliation

After receiving a report of Discriminatory Misconduct, the university may implement interim action(s) when determined necessary to address a substantial and immediate threat of harm to persons or property or when there are reasonable concerns that an investigation may be compromised. Interim actions will remain in place until lifted or modified by a university official with authority to do so. Interim actions aim to prevent the repetition of prohibited conduct, if occurring, and eliminate opportunities for retaliation against a complainant, the individual who reported, other specified persons, and/or a specific student organization. The specific interim action(s) implemented will vary depending on the circumstances of each report. In some instances, the university may share information regarding such interim measures with a complainant, or other appropriate individuals, on a need-to-know basis, such as safety planning. Respondents will be provided with the opportunity to raise an objection.

The Department of Human Resources and Administration of the Canadian University Dubai

The Department of Human Resources and Administration of the Canadian University Dubai. CUD trust our employees and the leadership of our university. The goals are to define an organizational structure that drives productivity, to develop effective coordination and communication within the organization, to spend time finding the right people and developing their skill bases, and to embrace broader social and ethical developments. Our goal is to promote flexibility, innovation, competitive advantage, develop a fit-for-purpose organizational culture, and improve performance on a daily basis. The Department of Human Resources and Administration focuses on success and building high levels of loyalty to the university. Our responsibility is to establish knowledge and knowledge of the regulations, statutes and applications of human resources and administrative matters to regulate the relationship between the university and its employees. We also provide the elements that are capable of achieving the objectives of the university and promote the optimal investment in the human element to be a competition magnet in the world that seeks to join us.

Objectives:

Human resources department is keen to use the quality mechanisms in their work to meet the university employees’ interests which is one of the objectives of management to achieve job satisfaction among all employees of the university which will enable them to contribute in achieving the vision of the university.

​Tasks & Services

• Training and staff development.
• Security and safety.
• Ensuring compliance with labor laws.
• Identifying work needs.
• Planning career tracks.
• Managing promotions process​.

​​​Employment:

• Polarization.
• Appointment.
• Evaluating staff performance.