Welcome Message from the President
Definition and categories of staff 2. Personnel management
Procedure for contract renewal
Resignation and termination of an employment contract 8. Employment/ Personnel Records
Staff compensation and benefits 10. Promotion policy
AAU general policies 12. Performance evaluation
Performance improvement policy 14. Professional development
Appeals
Benefits and restitution for deceased staff members
AL AIN UNIVERSITY
Introduction
Definition and categories of staff
Professional Staff
Support Staff
Academic Staff
Non Academic Staff
Full Time Staff
Part Time Staff
Personnel management
- Work Week
- Attendance
- Overtime
- Leaves
Annual Leave
Unpaid Leave
Sick Leave
Hajj Leave
Maternity Leave
Paternity Leave
Bereavement (Emergency) leaves
Recruitment
- Recruitment Regulations
- Recruitment of immediate relatives of the employees
- Sources for recruitment
- Interviewing
- Selection and offer of employment
- Orientation of new staff
- Cultural Adaptation
The selection committee consists of the competent head of the department and one other member of the department. After the candidate has been selected, the human resources department issues an offer letter in accordance with the approved format and signed by an authorized signatory. If the candidate accepts the offer and signs the offer letter, HR informs them of the necessary paperwork that needs to be done, including filling in various forms and submitting personal and educational certificates.
According to the requirements of the relevant department, the HR unit will inform the candidate of the service start date. This breathtaking oasis in the middle of the desert is a union of seven emirates, namely Abu Dhabi, Dubai, Sharjah, Ajman, Umm al-Quwain, R'as al-Khaimah and Fujairah. Culture of the UAE: Since the UAE is an amalgam of people from many diversified cultures, the living environment of this country is adaptable, recognizable and very comfortable for many expats.
His tremendous efforts culminated in choosing Abu Dhabi to host the headquarters of the International Renewable Energy Agency (Irena). Education: In the field of education, the UAE successfully strives to match the standards of some of the best educational hubs in the world. Due to the requirements of Ramadan, most eateries are closed during the day.
Probationary period
Holy Month of Ramadan: Ramadan is a respected holy month and it is observed with great zeal and zeal. Pork is forbidden in Islam, so it is ensured that it is not included in Arab menus, while meat, fish and rice are staples of Emirati cuisine. Emirati men and women can be easily distinguished by their traditional clothing such as the Kandura and the women wear an Abaya.
Visitors are required to behave accordingly and to respect and observe the general behavior towards men and women law. If women offer to shake hands, it is appropriate to do so, but the decision is left up to you. Separate service areas have been organized for women in banks, immigration and hospitals, and men are not allowed to enter.
AAU must give at least fourteen (14) days' notice before termination of service during the probationary period. In the event that an employee wishes to leave, he/she must give at least one month's notice during the probationary period. If the foreign worker wishes to terminate the employment contract during the probationary period and leave the country, he must give at least fourteen (14) days' notice.
Duration of contracts
Resignation and termination of an employment contract
- Resignation
- Termination
If the employee fails to fulfill his fundamental duties under the employment contract and continues to violate it, despite the fact that he/she. If the employee is ultimately convicted by a competent court of a crime involving honor, honesty or good morals; If the employee is found drunk or under the influence of a drug during working hours;
If during work the worker attacks the employer, the responsible manager or any of his workmates; If the worker is absent from his/her work without a valid reason for more than 20 non-consecutive days, or more than seven consecutive days, in any year.
Employment/ Personnel Records
- Personal Information
- Qualifications
- Offer Letter and Contract
- Leaves Information
- Other Documents
- Grievance and Discipline
- Performance Evaluation
Staff compensation and benefits
Promotion Policy
- Overview
- Promotion Policy Statement
- Eligibility
- Implementation
- Procedures for promotion
Both processes must include the current job description and the new job description of the individual being promoted. Supervisors should also be aware that candidates who can be promoted need only meet the qualifications as specified in the job description, not the candidate's attributes, skills or knowledge. The positions are in the same department and one position really prepares the employee for the next.
The unique and specialized requirements (including, but not limited to, qualifications, experience, personal attributes, professional skills) of the open position justify promotion. Responsibility of the relevant Dean, Head of Department or Manager A completed promotion application form (available from the HR Unit) is signed by the Dean, Head of Department or Manager and submitted to the Head of HR. If the promotion exists either through filling a vacancy or through a reclassification, all relevant data chronicling the individual's most recent evaluation(s) and the criteria being evaluated must be included.
A copy of the vacancy or a statement describing the new duties and responsibilities to be evaluated. The HR manager must review all aspects of the promotion in terms of pay, salary, benefits, grade change, title change, effective start date, and the organizational structure affected by these moves. After the completion of this review, the HR manager forwards all material to senior management.
AAU general policies
- Code of Conduct
- Misconduct
- AAU No Smoking Policy
- Dress Code
- Consultancy, Volunteering, Outside Employment (any form) Staff members at AAU are expected to dedicate their time and effort to
There are reserved areas of business which include matters affecting the appointment, promotion and personal affairs of individual members of University staff and matters affecting the admission of individual students, their academic assessment and the consequences thereof or personal matters or circumstances. Employees should accept the obligation to exercise critical self-discipline and not form any relationship with students of the same/opposite sex. Employees shall not receive any gifts/personal benefits from students/parents or persons related to the student/parents inside or outside the university.
Employees must not use their position to interfere in academic matters of any kind, including, but not limited to, grades, registrations, grades, privileges, etc. Any kind of connection between administrative staff and academic staff regarding academic matters is prohibited. Staff members must refrain from any act or practice that violates the laws, moral and ethical conduct, and traditions and customs of the United Arab Emirates.
They must also refrain from engaging/abusing the political opinions/activities or religious beliefs of others, whether in or out of the workplace. in any way, in person or digitally). AAU is committed to providing a smoke-free environment to protect the health and comfort of members of the university community from the negative effects of tobacco smoke. No tobacco products may be smoked in any building or facility owned or operated by the University.
Performance Evaluation
- Overview
- Policy
- Process of performance review
In case of satisfactory performance, their services will be confirmed and a confirmation letter will be issued by the Human Resources Unit. Performance review must take place at least three months before the employee's contract renewal. Apart from the above formal activities, employees and managers are encouraged to hold frequent less formal meetings to discuss progress or any obstacles to objective achievement.
The employee is encouraged to discuss issues related to work and performance, career plans, etc. Managers are encouraged to provide constructive feedback on the employee's strengths and areas for improvement. Managers are expected to keep proper records of the individual performance if it is important to attach it to the performance review form as evidence.
The HR unit will be responsible for supporting Performance Management activity by providing guidance to managers and employees. The HR unit is also responsible for performance improvement needs, including training and corrective actions.
Performance improvement policy
- Definition of unsatisfactory performance
- Exceptions
The employee must be involved in a formal performance improvement plan for a specified period (usually three months or more). The supervisor should again determine the improvements that need to be made within this time frame and suggest developmental measures that will help the employee achieve the required improvements. It is also critical that managers provide frequent guidance and counseling to help employees achieve desired improvements.
At the end of the improvement plan period, the supervisor should formally review performance with the employee. If performance has improved, the employee should be removed from the formal improvement plan and reminded that improved performance is now expected to continue. At the end of three years, the documentation must be destroyed if the employee's performance during the interim period was fully satisfactory.
The main objective of this policy is to improve the marginal or unsatisfactory performance of employees and to prevent further deterioration in the performance of employees. Another important objective is to ensure that in the event that an employee's continued employment is in question, the employee is provided with management support, assistance and guidance - before disciplinary action becomes necessary. It is recognized that there may be cases where continued employment is not in the best interests of either the employee or the University.
Professional development
Staff participation in committees
Grievance management policy
Discipline
- Restitution
- Transportation of the deceased’s remains
In the event of a verbal warning, the employee's direct manager will discuss with the employee the problems that give rise to disciplinary measures and give him/her the opportunity to resolve the problem. A written warning may be issued to the employee after assessing the circumstances, hearing the employee's defense and consultation with the HR manager. A note of the written warning will be given to the employee, a copy of which will be included in the employee's file.
The report must be submitted to the head of the personnel department, who, based on the recommendation of the investigative committee, takes prompt corrective measures. On the basis of the findings, the human resources department prepares a letter in which it states the type of punishment imposed on the employee. If the employee refused to receive a warning or penalty letter, it must be sent to his work mailing address and/or two people must confirm the employee's refusal to receive the letter.
All disciplinary decisions other than a verbal notice or warning must be communicated to the employee in writing and a record must be placed in the employee file. The employee can complain about the disciplinary decision by submitting his/her complaint in writing to the university president no later than two weeks after the date on which the disciplinary decision is communicated to him/her in writing. The decision on the complaint must be made within two weeks and will be considered final.
