Employee Handbook

Chapter 7- WORK ORGANIZATION

7.6 On-the-job injuries

Employee accidents or injuries which occur on the job must be immediately reported to the supervisor, Health Center, and to HRO. A report of the employee injury is to be filled by the Health Center Doctor and sent to HRM within 24 hours. If injuries are serious, the employee should be transported by University ambulance to the nearest clinic. HRM will take care of follow up with the insurance company. Procedure regarding work accident is available in the HR procedure manual.

7.7 Driving policy

In order to ensure safety for our AUI students and personnel, all drivers -students, faculty, staff and visitors- should observe the following access and driving policies:

• Pedestrians have absolute priority on the inner roads of the campus.
• Drivers are not allowed to use car horns within the campus.
• On-campus speed limit is 25 Km/hour.
• Polluting, noisy vehicles or vehicles that may represent a danger to our residents are not allowed on campus.

7.7.1 Access

Parking is allowed in the parking lots only. Access to residential or academic areas is denied to all vehicles outside the schedule indicated in below. Only AUI vehicles and those authorized in writing by the VPFA have access to the residential and academic areas. These vehicles remain, however, subject to the driving policies on campus. In exceptional cases, the security supervisor has the power to authorize temporary access to the residential or academic areas.

As part of their duties, and for security reasons, AUI Security agents are authorized to check all vehicles entering or leaving the University or parked anywhere on campus. This check may include a search of luggage and car contents.

On the times when access to the residential and academic areas is not allowed, a shuttle van will be made available in the parking lot in order to assist residents in carrying their luggage to their residential buildings.

Vehicles will be authorized to access the residential area strictly for loading or unloading according to the following schedule:

Friday: from 12:00 noon to 9:00 p.m.
Saturday: from 8:00 a.m. to 6:00 p.m.
Sunday: from 12:00 noon to 9:00 p.m.

However, drivers allowed to the residential or academic areas during these times should leave within 30mn.

7.7.2 Violations:

Security guards, hall directors and AUI officers should enforce these policies. Any violation should be reported in writing to the Security Director. The violations are:

• Use of the car horn
• Illegal parking
• Speed
• Disobeying traffic signals

Any violation will be communicated to the violator within two working days following the day it was recorded.
Violation of the AUI driving policies may result in the suspension of vehicle access to the residential area for one month or until payment of a 200MAD fine.
Failure to respect this suspension will lead to the vehicle being banned from the campus altogether for one month. Repeated violations of the present regulations may lead to disciplinary action
The University reserves the right to deny access to the campus for contravening vehicles until payment of any incurred penalties.

7.8 Training and Development

AUI recognizes that the development of the skills and knowledge of its employees is crucial to its success. It is the policy of the University to encourage, promote and support development through training and continuous education so that employees can improve and enhance their job-related skills.

Al Akhawayn offers equal training and development opportunities to its employees as an investment that benefits both the University and its employees. An annual training plan is established by HRM in coordination with heads of departments

7.9 Performance Evaluation

Supervisors and employees are strongly encouraged to discuss job performance and goals on a regular informal basis. Formal performance evaluations are conducted annually to provide both supervisors and employees with an opportunity to discuss job tasks, identify and correct weaknesses, encourage and recognize strengths, and discuss positive approaches for meeting goals.

The performance evaluation plan is conducted from July 01 to 15 and it covers the appraisal period from July 01 through June 30.

7.10 Disciplinary action

7.10.1 Disciplinary Responsibility

Employees are required to comply strictly with laws and regulations. Any breach of discipline or any conduct likely to prejudice the security or disrupt the proper functioning of the University may subject the employee to disciplinary action in accordance with the legislation in force.

The purpose of this policy is to ensure fair treatment of all employees, and make certain that disciplinary action is prompt, uniform, and impartial. The major aim of any disciplinary action is to correct the problem, prevent recurrence and prepare the employee for satisfactory service in the future.

7.10.2 Non-gross misconduct

Any conduct deemed wrongful (non-serious misconduct) by the employer may, depending on its severity and/or its repetition, subject the employee to one of the following disciplinary measures:

1- Verbal warning
2- Written warning
3- Reprimand
4- Second reprimand or suspension without pay for a period not exceeding eight days
5- Third reprimand or transfer to another department  

When all disciplinary measures are exhausted in the year, the University may proceed with the dismissal of the employee. In this case, the dismissal is considered justified.

7.10.3 Gross misconduct

In case of gross misconduct, the employee may be terminated immediately without notice or compensation, or payment of damages.

The following are regarded as serious misconduct:

• An offence leading to custodial sentence
• The disclosure of professional confidentiality having caused harm to the University.

Committing the following acts at work. 

• Theft
• Abuse of trust
• Public Drunkenness
• Consumption of drugs
• Body  Aggression
• A grave insult
• The deliberate and unjustified refusal of the employee to perform work within his competence
• The unjustified absence of the employee for more than four days or eight half-days during a period of twelve months
• The serious deterioration of equipment, machinery or material caused deliberately or by the employee as a result of gross negligence on his part
• The fault of the employee causing considerable material damage to the employer
• Failure by the employee to follow instructions to ensure the safety of the institution having caused harm to the institution
• The incitement to debauchery
• Any form of violence or assault affecting the functioning of the University.

7.11 Employment termination

Employment termination may take place for the following reasons:

• The resignation of the employee
• Dismissal due to technological or economic cause
• Dismissal for gross misconduct
• Dismissal for poor performance  

The resignation of the employee must necessarily be written, dated, and bears certified signature of the resigning employee. It must be handed to the supervisor, or sent to HRO by registered mail with acknowledgment of receipt

7.12 Notice

The termination of permanent contracts, except in cases of gross misconduct, is subject to the observation of  the legal notice, as indicated below:

The notice period begins on the day after the notification of employment termination.

Any breach of the permanent contract that does not observe the legal notice shall lead to the payment of an allowance equal to the pay the employee would have received has he/she remained in position.