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Discipline Policies & Procedures

Human Resources Department

HUMAN RESOURCES

Conduct and Discipline

HITEC University maintains high standards of professional conduct and discipline to ensure a productive, respectful, and safe working environment. All employees are expected to conform to university rules, regulations, and maintain professional conduct at all times.

Conforming to Rules and Regulations

Every employee shall conform to and abide by the rules and regulations of the University and shall observe, comply with and abide by all orders/instructions which may be given, from time to time, by any person under whose jurisdiction, superintendence or control they may for the time being be placed.

WORKPLACE STANDARDS

Working Environment

1

No Smoking Policy

The University is committed to provide a smoke free work environment where every smoker/nonsmoker can work in good health.

  • Employees are not allowed to smoke at the workplace
  • This policy applies to all premises of HITEC University
  • Effective during and after official working hours
Smoke-Free Campus

Complete ban on smoking within all university premises to promote health and well-being.

2

Dress Code

The University maintains a professional working environment. All employees should follow appropriate dress code for office and student interaction.

Men's Dress Code:

Formal attire i.e. suits or formal trouser/shirt and tie, polished shoes. On Fridays, formal neat shalwar kameez/kurta is allowed with waist coat.

Women's Dress Code:

Culturally appropriate/decent attire e.g. shalwar kameez or kurta suit, shoes (formal flat heels).

3

Late Sittings

Working hours and late sitting arrangements are as follows:

  • Academic block/Library: Shall remain open till prescribed timings
  • Secretariat Offices: Till 4:30 pm
  • Employees may be required to sit late beyond office timings
  • In case employee sits beyond working hours during work days, they will have to obtain approvals from Competent Authority
4

Sexual Harassment

Zero Tolerance Policy

The University exercises zero tolerance with regard to sexual harassment.

DISCIPLINARY VIOLATIONS

Breach of Conduct

Major breaches of conduct that warrant disciplinary action

Major Breaches of Conduct

Willful negligence, inefficiency, inattention, or inordinate delay or wasteful working in the performance of duty.
Impertinence, insubordination, disobedience, disorderly behavior, riotous or any other act subversive to discipline.
Willful omission or commission against the interests of or resulting in loss to the University.
Breach and evasion of rules, regulations, orders, instructions issued by the University.
Irregular, late attendance and habitual absence from duty and absence from duty without authorization for more than 10 days.
Conviction for a criminal offence involving moral turpitude, unauthorized disclosure of any confidential information or handing over confidential documents or copies thereof relating to the affairs of the University.
Acceptance from a subordinate employee of the University or from persons having or likely to have dealings with the University or from such companies or candidates for employment in the University, of any gifts, gratifications, loans gratuities, rewards or financial benefits whatsoever, directly or indirectly, on his behalf or on behalf of any other person of his family.
Withholding of any information or work from an officer which he is normally entitled to have in normal performance of his duties or preventing an officer from performing his duties and functions.
Willful tampering with, theft or destruction of any records, documents and any property of the University.
Borrowing money from or in any way placing himself under a pecuniary obligation to any employee of the University or any person or firm having or to have dealings with the University.
Favoritism and nepotism.
Representation or submission whether personal or official either written or verbal to higher authority except through proper channel. Withholding of representation without due authority.
Making any statement, or addressing letters to the Press or delivering a speech on Radio/TV etc. concerning the affairs of the University unless duly authorized by the Competent Authority.
Going on strike or inciting others to go on strike.
Approaching foreign missions for any purpose whatsoever without prior approval of the Competent Authority.
Compel or attempt to compel the Management to accept any demand by using intimidation, coercion, pressure, threat, confinement to or ouster from a place dispossession, assault physical injury, disconnection of telephone, water or power facilities or such other methods.
Drunkenness during duty hours.
Breach of any bye-law relating to use of official family accommodation framed by the Management from time to time.
Gambling in the premises of the University, or in any subordinate office, project or the township.
Any other act of omission or commission which the Board or the Competent Authority may hold to be misconduct.
DUE PROCESS

Inquiry Procedure

The following procedure shall be observed when an employee is proceeded against under these statutes

1

Initiation of Disciplinary Case

In case where an employee is accused of subversion, corruption, or misbehavior, the respective Chairperson/Director shall initiate a disciplinary case to the Registrar Office.

2

Show Cause Notice

Registrar shall issue a show cause notice to the employee to explain their position as regards the accusation/act.

3

Processing of Reply

After receipt of the reply of the employee, the Registrar shall process the case to the Vice Chancellor for taking the decision whether the case merits summary disposal or requires the inquiry through an inquiry committee.

4

Summary Disposal or Inquiry

If Vice Chancellor decides to dispose off the case summarily, the Registrar shall take action on the decision. If competent authority decides to order an inquiry, the Registrar shall constitute an inquiry committee.

5

Inquiry Committee Proceedings

The inquiry committee shall: (a) Record all evidences related to the case, (b) Provide the accused reasonable opportunity to explain before the inquiry committee, (c) Prepare the report including findings, opinion and recommendations and submit to Registrar for obtaining final decision by Vice Chancellor.

6

Final Decision

The Registrar shall notify the final decision to the employee, the Chairperson/Director concerned. Vice Chancellor shall be the final authority in all such cases.

DISCIPLINARY ACTIONS

Penalties

Penalties for Misconduct/Indiscipline

The following types of minor and major penalties, or any other punishment as the competent authority may decide, depending on the nature of each offence/charge, may be imposed:

Minor Penalties

  • Censure
  • Withholding promotion or increment for specific period
  • Recovery from pay of the whole or any part or any pecuniary loss caused to HITEC University by negligence or breach of orders

Major Penalties

  • Demotion
  • Termination of contract/services
RIGHT TO APPEAL

Appeals

Appeal Process

An employee shall have the right of appeal or making an application for review to the competent authority of any of the penalties imposed upon them within 30 days of the date of orders conveying such penalties.

The Vice Chancellor shall have final powers to accept or reject an appeal.

Conduct & Disciplinary Affairs

For questions about conduct policies, disciplinary procedures, or reporting violations, please contact the Human Resources Department:

conduct@hitecuni.edu.pk
051-9047851-60 (Ext. 127)
HR Department, Admin Block, HITEC University
Monday to Friday (8:30 AM - 4:30 PM)