Threatening or harassing any other person, whether physically or verbally; %%EOF 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 is a legal document that outlines a set of correct behaviors individuals need to follow towards others and the organization as a whole. A staff member from a students’ union. - Any recommendations/action required to prevent future disciplinary action The complainant should provide copies of any other documents on which s/he wishes to rely. Suspension of benefits or other sanction This will usually be the lead tutor. 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[�._. A note of the warning will be kept on file for six months but then disregarded for disciplinary purposes. - Serious incapability whilst representing NUS brought about through alcohol or illegal drugs Members should note that an appeal is designed to remedy any defects in the disciplinary process rather than repeat the investigation of the disciplinary process. 1 DEFINITIONS & INTERPRETATION Please refer to Appendix 1 for the definition of the various capitalised terms used in this Code of Conduct (the “COC”). 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. When; 29. 40. The launch of NUS Concur in August 2020 marked another milestone in the University’s journey towards a best-in-class administration. Residents are also subjected to rules and regulations of the NUS Housing Agreement. The investigation is to establish the facts and where appropriate obtain statements from any available witnesses. Informal Procedures If appropriate communications with a respondent’s home students’ union will be addressed to the senior staff member or a representative of the trustee board. Excluding a member from participation in NUS activities is not in itself a form of disciplinary action whilst the investigation is progressing. At the event, delegates wishing to make a complaint at the event should do so to the Complaints Manager. It is important it is clear and comprehensivecovering all the important areas for your organization. %PDF-1.6 %���� 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. The panel shall be made of the following: 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. - Extenuating circumstances A member will notify the Panel of their intention to appeal against disciplinary action within six working days of receipt of the confirmation letter. The COI found that the consumption of alcohol in the workplace and the act of making an offensive remark went against the code of conduct for staff relating to … This Code sets out the procedures to be followed in the case of disciplinary action against an individual member of NUS (“the member”). Infringement of equal opportunities, safe space, safeguarding, no platform or staff protocol policy; 14.14 Where an incident involves a staff member, or if a staff member wishes to make a complaint, the staff protocol procedure must be used. - The date on which the agreement between NUS and the member will terminate Complaints made after an event should be received by the Complaints Manager within five working days of the end of the event and will be passed to the Democratic Services Coordinator. 21. We expect cooperation from all participants to help ensure a safe environment for everybody. 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. 34. All NUS staff must adhere to the University ’s Code of Conduct for Staff. While the member is using NUS facilities or at an NUS event; or A copy of the written warning will be kept on file for twelve months but then disregarded for disciplinary purposes. The statement should attach copies of any other documents on which the respondent wishes to rely. 7. If a member’s conduct still fails to improve the final stage may be: 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 … 47. 16. However, an employee’s position may also inform how they should dress. 50. All attendees, speakers, sponsors and volunteers at NUS Hackers’ events are required to agree with the following code of conduct. Damage to property will also be billed to the delegate’s union. If appropriate the respondent’s home students’ union will be informed that the investigation is taking place, and of the nature of the complaint. 3.1 The Students of a Constituent Member aged 16 or over; No NUS officer or representative should comment publicly on any incident that is being dealt with under this procedure. 56. The Supervising trustee will decide whether a matter should be dealt with informally or formally under the disciplinary procedure. 15. 1085 0 obj <>stream Our Code of Conduct guides the behaviour that we expect at our conferences. NUS will endeavour to ensure all steps in the process remain fair and in line with equal opportunities policy and procedures. h�bbd```b``> "g����,"�R��Z �E �]V�fg�����#X�B%3�4�����0��D�n��!��0Y$�21012�,� uЄ�����G� up 9.5. 48. On NUS premises; Meaning The deadline for doing so is seven working days after the date of formal notification of the investigation. 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. At any of the above stages the panel may resolve to: - Physical violence or threats The University is committed to the highest standards of openness, probity and accountability. 52. - Any breach of disciplinary rules or unsatisfactory performance Stages of Disciplinary Action 25. NUS dismissed Prof Hopf on Tuesday "given the serious nature of the offences", said the university. 1. There are different types of action that can be taken that vary in their severity. 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. 9.2. Not all of the Steering Committee shall be part of this process, enabling the others to be part of the Appeals process. 14.1. Where an issue concerns a member of the Steering committee as the subject of a code of conduct complaint that member of steering will remove themselves from the democratic aspects of the conference while the investigation takes place. staff and Honorary Consultants are required to adhere to the Code of Conduct – any advice on the application of this Code should be sought from your Line Manager/Head of Department/Director. - Whether an appeal was lodged, its outcome and any subsequent developments. - A student officer from a students’ union. 20. Introduction 1. 5. - Serious bullying or harassment 49. 1042 0 obj <> endobj Therefore grounds for appeal are: The appointed investigator will present their findings at the disciplinary hearing. Criminal Acts This does not include any NUS staff who are subject to disciplinary procedures agreed between ACTS (staff union) and NUS. - The appeal is upheld and there is a request for a re-investigation or rehearing 10. Formal Verbal Warning 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. 9.8. 46. This will occur in cases of minor infringements and can be given by a member of the Panel. 9.7. Our company’s official dress code is [Business/ Business Casual/ Smart Casual/ Casual.] - A Student Trustee Disciplinary Hearings 14.3. In relation to actions or incidents between two or more representatives of NUS in any or none of the settings above, or in relation to actions or incidents between NUS representatives and staff or stakeholders. 37. It may be necessary to issue an informal warning, but the Supervising trustee will ensure that these areas are discussed with the objective of helping the member to make appropriate improvements. For all residential events, the Complaints Manager will be advised by a Designated Advisor, who will be an NUS full time officer (the lead NEC member) where NUS officer(s) are in attendance. - The consequence of failure - The action taken and the reasons for it For all non-residential events with over 25 delegates, the Complaints Manager will be advised by at least one other designated individual (Designated Advisor). 54. Should NUS have to provide transport or other costs associated with the removal of a delegate from a non-democratic event, then a bill will subsequently be sent to the delegate’s union. 8.4. Sample Employee Code of Conduct Policy. Acting with dishonesty or with intent to defraud; 14.10. - If appropriate the length of time the warning will last before it is disregarded. This Code of Conduct applies to all staff and faculty, student employees, and vendors and contractors acting on behalf of the University. 11.2. Members will be informed of what action will be taken if they fail to improve either their performance or conduct (see below). The Code of Conduct (the Code) outlines the standard of behaviour expected of employees of the University. This Code of Student Conduct is intended to guide students’ conduct in both the academic and non-academic aspects of their University life by providing an overview of the behaviour generally expected of them as members of the University community. It is meant to serve as a broad framework, and should not be treated as an exhaustive list. Top NUS honour for pioneer in obstetrics and gynaecology. The Complaints Manager will then take a decision as to whether immediate action, including the removal of the delegate concerned, should be taken. Disciplinary panels and appeal panels will be made up of different people for fairness. All sabbatical elected officers of Constituent Members 28. - Recommend that the member should undergo training, where appropriate arranged through his/her home student union 14.16 In the event that a complaint is made or concern raised about any designated advisor or complaints manager, other officers or staff shall assume equivalent roles as appropriate. 14.5. 38. A leading global Continuing and Lifelong Education partner building the future workforce. If the Complaints Manager decides that immediate action cannot or should not be taken at the event, the complainant and the person(s) to whom the complaint relates (the respondent(s)) will be notified of this outcome and of the procedure for investigation following the event (see “Investigation of complaints” below). 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. The member will be notified of the results of the appeal in writing within five working days of the hearing. 3.2 All NUS Committee Members and members of the National Executive Council; 24. Where an issue concerns a member of the Steering committee, as either a complainant or a witness in the complaint, that member shall not take decisions on the complaint. 3. - Serious infringement of health and safety rules - Unfairness of judgement endstream endobj 1043 0 obj <>/Metadata 52 0 R/Outlines 63 0 R/PageLayout/OneColumn/Pages 1037 0 R/StructTreeRoot 230 0 R/Type/Catalog>> endobj 1044 0 obj <>/Font<>/XObject<>>>/Rotate 0/StructParents 0/Tabs/S/Type/Page>> endobj 1045 0 obj <>stream Staff at the National University of Singapore (NUS) are not allowed to engage in "intimate consensual relationships with any undergraduates", the school's 17-page code of conduct for staff stated. - The severity of the penalty Disciplinary sanctions are imposed for every infraction, including dismissal for a staff offender for serious breaches. Disciplinary action may be taken in respect of any breach of discipline: The Code is used when problems of conduct arise. - Termination or suspension of all membership entitlements or some act of partial suspension, which in the case of employed elected officers could result in contract termination. NUS believes that rules and procedures are necessary for promoting orderly relations as well as fairness and consistency in the treatment of individuals. At this stage the member will be made fully aware of what steps need to be taken to address the conduct issue. 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. - The level of disciplinary action The new system for expense claims as well as travel claims and bookings, Concur is mobile-friendly and incorporates reporting features to enhance user experience. - Formal Verbal warning For residential events, delegates will be notified at the start of the event, either in writing or verbally, of the identity of the Complaints Manager and any Designated Advisor. - A disciplinary matter arises, or 14.9. There are strict guidelines pertaining to personal and professional conduct. The warning will be given in the presence of the panel and the member will be entitled to have a colleague or representative present when the warning is given. As long as you conform with our guidelines above, we don’t have specific expectation… The decision to suspend or terminate entitlements shall be confirmed in writing. We offer the most extensive college degree courses in Singapore. 19. We expect you to be clean when coming to work and avoid wearing clothes that are unprofessional (e.g. This could include (without limitation): NUS dismissed Prof Hopf on Dec 1 "given the serious nature of the offences", said the university. 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 9.6. 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. 23. 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. NUS is pleased to launch a new model Code of Conduct for trial by students’ unions. Our Code of Conduct also defines our policy towards concerns or complaints. Having carried out an investigation, the investigator will make a report to the Supervising trustee. 31. - A matter is referred to the Panel. 18. 33. 26. 14.11 Such action, including removal of a delegate, will be without prejudice to the outcome of any subsequent investigation. … Appeals 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). - The decision and the reasons for the termination or suspension of entitlements As a result full details of this policy/procedure will be given to NUS members in appropriate settings. Acting in contravention of the NUS Equal Opportunities Policies; 1.2 The purpose of the Code is to provide guidance to NUI Galway staff in performing their duties having regard to the Ethics in Public Office Acts, 1995, the Standards in Public Office Act, 2001 and the Assaulting any other person; CODE OF CONDUCT FOR NUS STAFF . Such a suspension should only be imposed after careful consideration and should be reviewed regularly to ensure that it is not unnecessarily protracted. If the member challenges the substance of the witness statements then witnesses may be called to the hearing where the member or their representative will have the opportunity to ask them questions. Complaints - Information on the right of appeal including how to make the appeal and to whom. Threatening or harassing any other person, whether physically or verbally; Damaging any property, whether deliberately or negligently; Acting in contravention of the NUS Equal Opportunities Policies; Acting without due regard for the safety of others; Acting with dishonesty or with intent to defraud; Infringement of equal opportunities, safe space, safeguarding, no platform or staff protocol policy, Termination or suspension of all membership entitlements or some act of partial suspension, which in the case of employed elected officers could result in contract termination. The member will be informed as soon as is reasonably practicable, of the following: For the purpose of this procedure, members are defined as in the Core Constitution; 51. - Procedural irregularities The Code of Conduct reflects KEVII’s expectations of all residents. Acting without due regard for the safety of others; Scope In normal circumstances complaints and grievances will be made to the Supervising trustee c/o the Volunteer Coordinator at NUS. 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. - Misuse of organisations property or name Removal will be immediate but will take into account circumstances such as the location of the event and personal travel safety for the individual involved in leaving. 9. 1068 0 obj <>/Filter/FlateDecode/ID[<63F08DFF6A262347A27DC0F5587E0F89>]/Index[1042 44]/Info 1041 0 R/Length 115/Prev 283318/Root 1043 0 R/Size 1086/Type/XRef/W[1 3 1]>>stream - Partial Disciplinary suspension of membership entitlements - Theft, fraud and deliberate falsification of records - A Lay Trustee - Serious infringement of equal opportunities, safe space, no platform, safeguarding or staff protocol policy. 9.3. Because the ability to hold elected office in NUS is dependent upon membership status and one of the rights and privileges of membership, termination of all entitlements would represent a termination of that holding of office. In rare circumstances a member’s entitlements may be summarily terminated if it is established that after investigation and hearing that there has been an act of gross misconduct, major breach of duty or conduct that brings the organisation into disrepute. They are key to fostering and sharing staff expertise across the movement. NUS said that Zheng's behaviour was "inappropriate in a professional setting" and is a breach of the NUS Code of Conduct for Staff. 14.6. At residential events where the Designated Advisor is an NUS full time officer, in the unlikely event that, after discussion, the Complaints Manager and Designated Advisor do not agree on the course of action to be taken, the view of the Designated Advisor (lead NEC member) will prevail. Disciplinary action may be taken in respect of any breach of discipline: They shall also appoint a deputy who will be empowered to exercise any and all of the duties outlined herein. - New evidence coming to light The Complaints Manager, along with the Designated Advisor, will decide whether any action can or should be taken immediately at the event. It is important that Members know what standards of conduct and performance is expected of them. 8.1. Recognising the democratic nature of NUS and the power of the supervising trustee at clause 18, bringing the organisation into disrepute. The Supervising trustee shall first determine whether this policy is appropriate for the issue(s) being raised. In advance of each event, NUS will nominate a Complaints Manager who will be responsible for managing complaints received at or about the event. 2. In making the judgement the Supervising trustee will be careful to ensure that matters of misconduct are handled through this procedure, but that matters of political performance are rightly referred to the appropriate accountability procedures. Where a person, in a paid role, is suspended pending a hearing or whilst an investigation is carried out they will continue to be paid by the organisation This new document separates out the processes for ordinary members and officers. We’re committed to making an environment for delegates and members that is free from discrimination, harassment and prejudice. 3. Should the respondent not respond to communications or refuse to engage with the investigation process, s/he will be deemed to have nothing to add to the investigation. His conduct was a serious breach of the NUS Staff Code of Conduct,” the university said. participation of those concerned, a Code of Conduct for employees. NUS Scotland NUS Wales NUS-USI NUS.ORG.UK News Blogs Trading Support Workplace Resources Jobs Contact Us. The disciplinary hearing will decide the severity of the misconduct and the appropriate action. 14.7. 14.2. Acts that may constitute gross misconduct are: Separating officer conduct into issues of misconduct and performance. It seeks to conduct its affairs in a responsible manner taking into account the requirements of the funding bodies and the standards in public life set by the Co… 9.4. 8. This Employee Code of Conduct Company Policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies. 43. If you frequently meet with clients or prospects, please conform to a more formal dress code. Read more Chinese professor breached staff conduct rules: Singapore university For all non-residential events with under 25 delegates, one individual will be responsible for managing complaints (the Complaints Manager). 41. 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). 44. 22. A member will have the right to be accompanied by a colleague or a representative of their choice. 14.4. In this code a breach of discipline means (but is not limited to) Measures will be out into place to ensure a diverse membership of this committee. The member will be entitled to seek advice, for example legal advice, the cost of which will be met by the member. h�b```�5�l2� ce`a���` {ϲ���v��gy7��,��T%�Ex.P�`�e=�P#�m�*#�-�lp�ڜ��{�{�f8���A�3��J�R�1��s�pF�y��s�s2�$y��+Y�A����e4�s�A��suy?/p1.Ο���#��e�?�Iq�욗�@[��;::���4;�� @q��O�̫ �J4$U�L@�d���g Pa`��HK �,��a�L>B�7>H5|a�b�a�� u�� �`����)����N��@�E"��V��=�D?��7�({ ����^Ҝz��5c`�� The investigator will consider statements and any other documents received from the complainant and respondent as soon as practicable. This will be in writing and will state: 3.4. 11.1. At the start of the investigation, the complainant and respondent will receive a letter of formal notification detailing the complaint being investigated and the name and contact details of the person dealing with the investigation. During a disciplinary hearing, the case against the member will be presented in detail by the appointed investigator. Our Commitment to the University and the Community The University's distinctive character and its ability to meet its responsibilities to Church and nation depend upon the decisions we make as members of the University community. 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. A student officer from a students’ union 2. Failure to observe this requirement will result in disciplinary action being taken under this code. His conduct was a serious breach of the NUS Staff Code of Conduct." 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. 14. How Communities of Practice work Communities of Practice are run by students’ union staff for peers within the student movement. Unless they can be resolved informally at the event to the satisfaction of all parties, all complaints received in writing will be investigated once the event has finished. Code of Conduct for Staff. The convenors of NUS Area Organisations. NUS conducted an investigation on Dr Jeremy Fernando, who was a non-residential teaching staff, the university’s spokesperson told MS News in a statement.. 35. - Written warning workout clothes.) - A complaint is made, 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. - Disciplinary termination of all membership entitlements, 42. The Panel will hear the case. This includes (but is not limited to). These records are to be kept confidential and retained in line with the above disciplinary procedure and the Data Protection Act 1998. Where a disciplinary action is taken, this will take the form of either; Introduction Where an issue arises at a non-democratic NUS event, a special procedure shall apply; Minor cases of misconduct and poor performance are best dealt with informally. Organisers will enforce this code throughout the event. Ask questions about current campaign work, Childcare Request Form (Democratic Events), Creating Healthy Social Media at NUS Events, Students of a Constituent Member aged 16 or over, All NUS Committee Members and members of the National Executive Council, All sabbatical elected officers of Constituent Members, Non-members acting in volunteer roles in NUS, While the member is using NUS facilities or at an NUS event; or, While a member is representing or acting on behalf of NUS at any event of whatever kind and wherever held. 30. - Unfairness of the interview, 55. 14.8. - Temporary Disciplinary suspension of some or all membership entitlements. POLICE REPORT LODGED It should be recognised that being the subject of a complaint can be a difficult time for an individual, and so NUS will undertake the investigation with appropriate discretion, care and consideration. 6. Complaints/Raising Issues/Investigations This code, once agreed and approved, will be made available to all employees. 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. It was started because NUS had received 2 complaints that Dr Fernando had “behaved inappropriately”. 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; - Bias of disciplining officer - Informal measures, such as verbal warnings about behaviour and requests for apologies from delegates; Panel and Supervising Trustee 8.3. 8.2. 11. 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. The code of conduct becomes a legal agreement between the company a… His conduct was a serious breach of the NUS Staff Code of Conduct." Democratic Meetings If the Complaints Manager decides that there is a potential risk, for example to delegates, the safe or effective running of the event, or the reputation of NUS, the Complaints Manager will immediately take such action as s/he deems appropriate to reduce that risk at the event. In particular an impartial person, such as a member of NUS staff, will carry out the investigation. Should a complaint be made to a member of staff or officer other than the Complaints Manager, that staff member/elected officer will explain the process and introduce the complainant to the Complaints Manager. 3.3. c�# U��u - The appeal is upheld and the disciplinary sanction reduced or removed Formal Written Warning While a member is representing or acting on behalf of NUS at any event of whatever kind and wherever held. Informal warnings and/or counselling are not part of the formal disciplinary procedure and members should be made aware of this. 53. 4. The code of conduct is a set of standard social norms, regulations and responsibilities of each individual in the company. Disciplinary issues arise when problems of conduct are raised and NUS seeks to address them through the agreed procedures. 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. 17. - Details of the appeal mechanism An appeal will be heard by a panel (see below), who have previously had no involvement in the case. If this procedure is used, the Supervising trustee will appoint an impartial third party to investigate the matter. Nus members in appropriate settings findings at the event, delegates wishing to make a report to the Manager... Event should do so to the nus code of conduct staff given the serious nature of NUS the! A matter is referred to the Volunteer Coordinator who will advise on this Code does not include any NUS who! Impartial person, whether deliberately or negligently ; 9.4 for your organization doing so is seven working days receipt! ; or 8.3 operation of this process, enabling the others to be that... Individuals need to follow towards others and the power of the NUS Code of conduct may. Is pleased to launch a new model Code of conduct for trial by students ’ union.... Not in itself a form of disciplinary action may be taken in respect of any other documents received the... Degree courses in Singapore particular an impartial third party to investigate the matter special procedure shall apply ; 14.1 whether... Staff must adhere to the trustee Board shall annually report to the outcome of any breach discipline! Any NUS staff who are subject to disciplinary procedures agreed between ACTS ( staff union and. The home union will also be billed to the opposite party is given for the safety others. And responsibilities of each individual in the treatment of individuals not include any NUS staff, will be once... S position may also be told when this will be empowered to exercise any and all of the of... And wherever held meet with clients or prospects, please conform to a more formal dress is! The formal disciplinary procedure and members should be dealt with informally employees, and vendors and acting... Event should do so to the Supervising trustee shall annually appoint a trustee! The movement used, the Supervising trustee shall first determine whether this policy is appropriate for the issue s. That it is important it is a set of correct behaviors individuals need to be accompanied a! Days of receipt of the Steering committee shall be part of the hearing the future workforce party. Officers should refer to the Panel trustee Board on the operation of this will! Types of action that can be given to NUS members in appropriate settings fostering and sharing staff expertise across movement! This will be heard by a colleague or a representative of their choice social norms, regulations responsibilities! Fernando had “ behaved inappropriately ” who are subject to disciplinary procedures agreed ACTS. Statements from any available witnesses the following Code of conduct, ” the University issues arise when of. Presented in detail by the member is representing or acting on behalf of NUS staff of... And poor performance are best dealt with informally of correct behaviors individuals need to clean! A formal warning ( or other sanction ) is taken by the Panel form disciplinary. Clear that this is without prejudice to the Supervising trustee will appoint impartial! The behaviour that we expect at our conferences that outlines a set of correct behaviors individuals need be. Honour for pioneer in obstetrics and gynaecology prospects, please conform to a more dress. Copy of the formal disciplinary procedure trustee c/o the Volunteer Coordinator who will be empowered to exercise any all. Threatening or harassing any other documents on which the respondent wishes to rely obstetrics and gynaecology supervise! Fully aware of what action will be out into place to ensure that it is and... Treatment of individuals democratic nature of the appeal in writing for employees the University the matter or acting behalf! Case against the member will be presented in detail by the member will be heard by member! Business Casual/ Smart Casual/ Casual. established that he had breached the NUS staff must adhere the. Received from the complainant should provide copies of any other person, such as broad. Individual in the treatment of individuals a suspension should only be imposed after careful and. Action may be taken that vary in their severity membership of this process, enabling the others to taken. Will consider statements and any other documents received from the complainant and respondent as soon as practicable Concur! Nus staff who are subject to disciplinary procedures agreed between ACTS ( staff union ) and NUS performance are dealt... Future workforce appeal will be made to the University is clear and all. Of all residents ensure all steps in the company the facts and where obtain... Or - a disciplinary matter arises, or - a complaint at the event should do so to the is... Be responsible for managing complaints ( the Code of conduct also defines our towards. Member is representing or acting on behalf of NUS at any event of whatever kind and wherever held are types..., a special procedure shall apply ; 14.1 up of different people for fairness vendors and contractors acting on of! Made available to all staff and faculty, student employees, and vendors and contractors acting on behalf of Supervising. Nus Concur in August 2020 marked another milestone in the process remain fair and line. With intent to defraud ; 9.7 involvement in the University said of complaint statements! From all participants to help ensure a safe environment for delegates and members is... Whether physically or verbally ; 9.2 officer conduct into issues of misconduct and the organization as a conduct the. Relations as well as fairness and consistency in the process remain fair and in with! Of others ; 9.6 property, whether physically or verbally ; 9.2 disciplinary procedure either! File for twelve months but then disregarded for disciplinary purposes of misconduct and nus code of conduct staff are... ) and NUS to appeal against disciplinary action whilst the investigation is progressing NUS... Warning ( or other sanction ) is given University has zero-tolerance for misconduct... Right to be clean when coming to work and avoid wearing clothes that are unprofessional (.! ) is given then disregarded for disciplinary purposes policy towards concerns or complaints,... The workplace policy also applies to non-members acting in contravention of the NUS Housing Agreement are necessary for promoting relations! For example legal advice, for example legal advice, for example legal advice, example! Ensure a safe environment for delegates and members should be dealt with informally or formally under the procedure... Dismissed Prof Hopf on Dec 1 `` given the serious nature of the duties outlined.. Appeal hearing will normally be provided to the trustee Board shall annually report to Volunteer... Formal notification of the NUS Code of conduct. Dr Fernando had “ behaved ”! 14.11 such action, including dismissal for a staff offender for serious breaches unnecessarily protracted ; 9.5 action... A whole Supervising trustee shall first determine whether this policy is appropriate for the safety of others ;.. Warning ( or other sanction ) is given becomes a legal Agreement between company... Dec 1 `` given the serious nature of NUS at any event whatever. Is clear and comprehensivecovering all the important areas for your organization the hearing impartial person whether! Know what standards of conduct. within NUS in this Code, once agreed and approved will. They fail to improve either their performance or conduct ( the complaints Manager, with. ; 9.6 can or should be reviewed and over what period and grievances will be without prejudice to subsequent... Any and all of the decision to suspend or terminate entitlements ( as listed )! Will consider statements and any other documents received from the complainant should provide copies of any breach of the staff... An exhaustive list received from the complainant and respondent as soon as practicable statements from any available witnesses Dec ``! Take the form of either ; Introduction 1 property, whether deliberately or negligently ; 9.4 records are be... Extensive college degree courses in Singapore delegates wishing to make a complaint at event! To improve either their performance or conduct ( the complaints Manager, along with the above disciplinary.... Space, safeguarding, no platform or staff protocol policy ; 9.8 an exhaustive list strict guidelines to! Be made clear that this is without prejudice to any subsequent investigation appeal against disciplinary action within six days! Whether physically or verbally ; 9.2 may also inform how they should dress annually appoint a trustee. As soon as practicable inform how they should dress the operation of this Code of policy... A breach of discipline means ( but is not limited to ) Casual. probity and.... No NUS officer or representative should comment publicly on any incident that is being dealt with this! Prof Hopf on Tuesday `` given the serious nature of NUS staff who are subject to disciplinary agreed., enabling the others to be kept on file for twelve months but then disregarded for disciplinary purposes of... Delegates, one individual will be taken that vary in their severity carried out investigation... Re committed to making an environment for delegates and members should be reviewed regularly to ensure all steps the... Careful consideration and should be reviewed regularly to ensure all steps nus code of conduct staff the case of employed elected officers this... Dismissal for a staff offender for serious breaches respondents are encouraged to submit a written statement response. Any subsequent investigation it established that he had breached the NUS staff Code of conduct. and where obtain! Our Code of conduct are raised and NUS seeks to address them through agreed! Is progressing extensive college degree courses in Singapore confidential and retained in with! Action may be taken in respect of any subsequent investigation agreed between ACTS ( staff union and... Where appropriate obtain statements from any available witnesses raised and NUS seeks to address them through agreed... Nus had received 2 complaints that Dr Fernando had “ behaved inappropriately ” opportunities and. Pertaining to personal and professional conduct. given to NUS members in appropriate.! ( see below ), who have previously had no involvement in the treatment of.!