Sustainable Development Goals (SDGs)

Preamble:

Daffodil International University wishes to provide an opportunity for all employees to express their grievances through a set procedure detailed hereafter. This policy will officially be known as The Grievance Policy of Daffodil International University (DIU).
The Grievance policy of Daffodil International University (DIU) aims to establish an impartial internal procedure for resolving conflicts related with employment issues that develop among members of the faculty, academic staff, administrative staff and the Management. The formal procedures outlined in this Policy shall be referred to the named person/committee at a higher level only when the solution to any grievance raised will not be feasible or complainant is not satisfied at the initial stage. Before submitting a formal grievance under this Policy, a faculty member, an academic staff, an administrative officer, a staff member, who feels aggrieved or wronged must attempt to resolve at the Department/Section level committee through discussion and for negotiation for reconciliation of the issue raised. This Policy is to aid equitable and orderly to resolve grievances of members of faculty, administrative and academic officers and staff etc. An employee may also file a grievance in the case of an unresolved difference or dispute between themselves and the university (Officer or any other relevant individual) related to services rendered, or non-academic decisions.

1. SCOPE

The policy is applicable to all Daffodil International University (DIU) employees. which include all permanent, regular, full-time, part-time, and adjunct members of the faculty as well as administrative officers and staff. Any employee of the Daffodil International University may file a grievance. The Policy covers matters outside the other policies of DIU.

2. GRIEVANCE

Grievance alleging unfair action on the part of the university authority, including but not limited to:

• Discrimination based on race, religion, color and gender;
• Safety and health were jeopardized;
• Unsuitable supervisor behavior;
• Change of employment contract in an unfair manner;
• Workplace harassment;
• Conflict involving coworkers.

3. GRIEVANCE PROCEDURE

DIU's principal goal is to create a positive environment while upholding the legal rights of its faculty, officers and staff. The grievance redress policy is one type of acceptable mechanism for responding to unfair practices. Therefore, all concerns must adhere to the following guidelines to ensure that the transparency and credibility of the Grievance Policy:

3.1 Interviewing guidelines:

The person who is distressed is required to explain the nature of their complaint to the Head or Section Head, who will then outline what steps might be made to address it. The process is to:

1. fully hear the employee in private;
2. if necessary, visit the scene of the incident to gather information about the reason of the complaint. and
3. if necessary, send the appeal to the responsible superiors along with the case history and information gathered to take further action as per DIU policy/rules.

The following guidelines govern managerial behavior towards employees: Superiors must-

1. Adopt a positive outlook towards the complainant and the person they're considering the accusation(s) against;
2. keep in mind that both the complainant and the accused against have equal rights, and
3. offer the required advice and emotional support to the

3.2 Steps of Handling of Grievance:

DIU deals with appeals against causes of grievances in the manner described below so that the process won’t affect the incident under review and may lead to inexpensive solutions for all parties:

3.2.1 Step 1: Department/Section Level Committee

After receiving a grievance complaint, the committee at Department or Section levels must make an initial effort to settle it formally within one week. Before the complaint is taken further, the situation must be handled amicably if the grievance is relatively mild. If it is required to be sent to the next higher authority, such as a Faculty Level Committee (under the supervision of the Dean of the Faculty), must be forwarded within 10 days from the date receiving complain from the complainant along with the response from the in-charge of Head or section head Committee (at the department/section level).

3.2.2 Step-2: Faculty-Level Committee

Within two weeks of receiving the complaint, the Faculty-Level Committee shall attempt to address the issue by convening a grievance hearing with the offended employee. Depending on the nature of the complaint, the committee may reinvestigate the incident and identify the original causes of the complaint. To fully understand the situation, the committee also shall determine who was involved, how long the grievance incidence persisted, what role they played, and other pertinent details. The case must be brought before the Grievance Committee if the employee feels that his or her grievance bas not been addressed and is not satisfied with the remedy provided by the Faculty-Level Committee (Step-2).

3.2.3 Grievance Committee

The main responsibility of the Grievance Committee is to critically review the complain and all recommendations made by the previous two committees at steps 1 and 2. They must conduct the inquiry and will prepare a report on their findings. The Grievance Committee must forward the case to the Hon'ble Vice Chancellor along with their comments within a week for final approval. If the Grievance Committee feels that the matter needs further investigation, they may decide to reinvestigate the grievance. In case reinvestigation, the Committee may take an additional week to forward their review report to the Hon'ble Vice Chancellor.
The Honorable Vice Chancellor reviews the report and, depending on the severity of the complaint, either renders a decision and later report it to the Management Committee to resolve the grievance or refers it to the Management Committee. for decision.

 

 

4. Grievance Redressal Committees:

4.1 Department Level Committee

• Head of the Department Section/Office-Convener
• Three faculty members as members of the Committee and
• One Coordinator/ Section Officer nominated by the Head as member-secretary

4.2 Faculty-Level Committee:

• Dean of the Faculty- Convenor
• Three Heads/ Faculty members chosen by the Dean-Members
• Assistant Proctor/Deputy Proctor - Member-Secretary

4.3 Grievance Committee:

• One selected Professor from any Faculty- Convenor
• Four selected Faculty members from any faculties-Members, and one of them will act as Member-Secretary

4.4 Management Committee:

• Vice Chancellor-Chairman
• Pro Vice Chancellor-Member
• Treasurer-Member
• Dean Academic Affairs- Member
• One BoT member· Member
• Director, DSA/Registrar-Member-Secretary