RIU

E M P L O Y E E H A N D B O O K

RIPHAH INTERNATIONAL UNIVERSITY

EMPLOYEE HAND BOOK

RIU reserves all rights of ownership of this document. No part of this publication may be reproduced, stored or transmitted in any
form or by any means electronic, photocopying, recording or otherwise without permission from RIU.
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INTRODUCTION
This Handbook provides key information regarding Universitys policies and workplace
standards for employees. It is intended to be an internal reference tool for University staff and
is presented for informational purposes only. The Handbook applies to all the employees of the
constituent institutions and secretariat of the Riphah International University.

The content of this handbook, and any other communication by the University representatives,
written or oral, is not intended to generate contractual obligations or rights between the
University and its employees.

The policies stated herein are subject to change at any time at the sole discretion of the
Competent Authorities. The details of these policies are available with the Human Resource
Department (HRD) of the Riphah International University.

This handbook is intended to be a summary guide and it may not address every situation that
might arise during your employment period. The officers of HRD are always available for your
service and support.

This version of the Employee Handbook is issued by the University and is effective from
January 01, 2012.

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TABLE OF CONTENTS

1. RIPHAH INTERNATIONAL UNIVERSITY (RIU) 4

1.1 INTRODUCTION ....................................................................................................................................... 5

1.2 MISSION STATEMENT .............................................................................................................................. 5
1.3 STATEMENT OF VALUES .......................................................................................................................... 5

2. GENERAL INFORMATION APPLICABLE TO ALL EMPLOYEES 6

2.1 THE DEPARTMENT OF HUMAAN RESOURCES..................................................................................7

2.2 DUTIES....................................................................................................................................................7

3. EMPLOYMENT AT RIPHAH 8

3.1. RECRUITMENT & SELECTION ................................................................................................................... 9

3.2. EQUAL EMPLOYMENT OPPORTUNITY/ AFFIRMATIVE ACTION.....................................................9
3.3 NEW EMPLOYEE ORIENTATION.......................................................................................................9
3.4. PROBATION..........................................................................................................................................10
3.5. SEPARATION FROM SERVICE ................................................................................................................ .10

4. COMPENSATION & BENEFITS 12

4.1 SALARY MANAGEMENT...................................................................................................................13

4.2. ANNUAL SALARY REVIEW ...................................................................................................................... 13
4.3. ALLOWANCES ..................................................................................................................................... 133
4.4. BENEFITS ........................................................................................................................................... 155

5. CAREER MANAGEMENT AND CAPACITY BUILDING 198

6. GENERAL ADMINISTRATION 243

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1. RIPHAH INTERNATIONAL UNIVERSITY (RIU)

1.1 Introduction
Riphah International University (RIU) was chartered by the President of Pakistan on October 16,
2002, vide Ordinance No. LXXVI of 2002.
President of Pakistan is the patron of Riphah International University. Maj. Gen Mohammad
Zulfiqar Ali Khan TI (M), SBt. (Retd) is the first and founding Chancellor of RIU. The Board of
Governors duly represents the Federal Government and the sponsoring body of RIU i.e IIMC-T.

a. RIU is committed to provide quality education and training with high priority for research
and development. RIU makes use of modern teaching methodologies and techniques.
The charter given to RIU allows it to affiliate other educational institutions and establish
campuses within the country and abroad.
b. The University strictly follows the guidelines set by the Higher Education Commission and
works within the framework of education policy and regulations formulated by the Federal
Government from time to time.

1.2 Mission Statement

Establishment of state of the art educational Institutions with a focus on inculcating Islamic
Ethical Values

1.3 Statement of Values

a. RIU values holistic development of its team members with total commitment to Islamic
Ethical Conduct and behavior. It expects them to excel in the areas of expertise, be
innovative, play leadership role with integrity, dignity, and mutual respect, co operation in
good and with respect of difference of opinion.
b. RIUs aims to build an environment where all policies and functions are developed on the
Islamic and professional justice, honesty, equity, fairness, integrity and individual and
organization esteem.
c. In RIU, the concept of authority is adherence to the rule of Amanah.
d. RIU is committed to provide the state-of-the-art education to our students and health care
services to our patients. The organization assigns top priority to quality research, quality
education with integration of Islamic Values and development of holistic personality of all
team members.

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2. GENERAL INFORMATION
2.1. Human Resources Department
Human Resource Department (HRD) is responsible for coordinating all services
related to recruitment, staffing, compensation and benefits, training and
development, performance appraisals for the employees. The HRD also assists
employees in solving work-related problems, supplying information, and
promoting good employer-employee relations. A major function of the HRD is to
implement approved human resource policies and procedures.

2.2. Duties
Employees are expected to perform all the assigned duties and responsibilities of
their designated positions, and all other duties as assigned to them by the
Strategic Unit (SU) head from time to time to the satisfaction of the SU head.
Employees are also expected to perform their duties and responsibilities in a
conscientious manner, complying with the RIU Regulations and Management
Directives, departmental procedures, and SU heads directives.

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3. EMPLOYMENT AT RIPHAH
3.1. Recruitment & Selection
Recruitment refers to the process of hiring right people for the right job or function,
usually undertaken by the Human Resources Department (HRD). It also may be
undertaken by another Department or a member of senior management in
consultation with the Human Resources Department. The recruitment procedure
at University is regarded as a Centralized process wherein the HRD plays a key
role in providing suitable candidates for a particular job.

The aims of this policy is to recruits and select the most qualified persons for
positions available within the University and upholds merit, personal integrity and
commitment to the Islamic Ethical Values as the governing Principles of its
induction policy. Other details are as follows:
a. All regular appointments to professional and management positions shall
be advertised appropriately.
b. A properly constituted selection board shall interview candidates applying
for such posts in response.
c. The minimum eligibility criteria for faculty positions prescribed by relevant
regulatory authorities i.e. PEC & HEC shall be followed.

3.2. Equal Employment Opportunity/Affirmative Action

The University is an equal opportunity employer. It is the policy of the University to
provide equal employment opportunity to all qualified applicants and employees
without regard to race, color, religion, sex, disability.
This policy contains all conditions, terms and privileges of employment.

3.3. New Employee Orientation

All new employees are encouraged to attend the orientation program. The aim of
this session is to facilitate a smooth orientation process according to the mission
of the University. It includes the following:
a. The orientation is designed to familiarize employees with benefits and other
useful information that may have an impact on employee performance and
realization of Universitys mission.
b. This session also provides an overview of the University policies and
procedures and also provides support to new joining in generation of Email
account, Bank account & Self Services account.
c. Individuals will be notified by the Department of Human Resources
regarding the dates and times of the orientation session.

d. The aim of this policy is to facilitate a smooth orientation process

according to the mission. It is important to provide proper orientation on

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the concerned polices and benefits that may have an impact on employee
performance and realization of RIUs mission.

3.4. Probation
The term Probation relates to the period of trial for a newly inducted employee
within a specified period of time. The aim of this policy is to ensure that the
employee and employer are able to evaluate each other during the initial
employment period. This is done to provide a period of time for job adjustment
and an opportunity for both the new employee and the supervisor to determine
whether to continue the employment relationship. Further details are as follows:

a. Probation period for Management & Staff positions are 3 to 6 months and
for Faculty positions it is for one semester.

b. During the probation period the new employees standard of performance,

in terms of the duties undertaken and their conduct will be assessed to
determine whether the employee should have his or her appointment
confirmed or terminated.

c. All new employees will be informed of the outcome of their probation at the
completion of the probation period.

d. New employees that successfully complete their probation period will be

offered to continue and complete the term of contract as defined in their
appointment letter.

3.5. Separation from Service

The aim of this policy is to outline the conditions and processes in the case of the
separation of an employee. This is to ensure that the employee separation
process during termination must be carried out in predefined manner and all legal,
ethical, moral and professional requirements are fulfilled in a manner that meets
the expectations of the employee and the organization.
The management of the University recognizes that employee separation is a
normal process for a healthy and growing institution. Employee separation is
applicable to all permanent employees, unless otherwise specified differently.
Employee separation may be caused due to any number of reasons and these
may include the following categories.
Voluntary separation
a. Resignations
b. Retirements or disability
All permanent employees are required to give one month notice period at the time
of resigning (depending upon the category) otherwise one months salary will be
deducted from his/her payable dues. Also if the management is terminating the
services of any employee it should give one month notice or one month pay in lieu
of notice period whereas faculty member cannot leave during the currency of the

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semester. Notice period for faculty and staff is as follows:

Employee Category Notice Period (Days)

Faculty (Assistant Professor & above) 60
Faculty (Below Assistant Professor 30
Sr. Manager & Above 60
Management 30
Staff 30

Involuntary separation
a. Termination from service on disciplinary grounds
b. Non-renewal of employment contract
c. End of contractual or substitute employment
The services of a regular employee may be terminated by giving one months
notice to Faculty (At the end of the semester), one month notice to Management
and fifteen days notice to Staff level or equal month(s) wages paid in lieu of the
notice.
Except for employees on consultancy contract, the service of an employee may be
terminated without prior notice in the following cases:
During the period of probation; provided that where such employee is
appointed by promotion his service shall not be so terminated, instead he
shall be reverted to the former post.

On the expiry of the initial term, or subsequent period of extension of

employment.

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4.1. Salary Management

The salary structure is reviewed on yearly basis keeping in view the prevailing
market salary pattern that may or may not impact the salary structure.

The salary is administered by Human Resource Department, on the basis of

performance evaluation, experience, and qualification. Human Resource
Department will determine the salary of all the job families in consultation and
approval of the competent Authority.

All salaries are annual and divided by twelve to calculate the monthly salary. If the
salary has to be calculated for less than a month the following formula will be
used:

Part monthly salary = Monthly salary * (Number of days worked)

Total number of days in the month

This policy is applicable to all permanent employees, unless otherwise specified

differently.

4.2. Annual Salary Review

The annual salary review shall be conducted in the month of August during
Performance Appraisal activity and any increase will be applicable with effect from
01st September. It includes the following:
a. This policy is applicable to all permanent employees who have completed
6 months service in that calendar year on that particular position.
(Temporary positions and internships are exempted).
b. Increments and promotions shall also be admissible from September 1st
ahead of the year of promotion regardless of actual promotion date.
c. Any changes in the salary will come into effect from the salary to be
distributed on September 1st.

4.3. Allowances
This section outlines the details of all the allowances which University employees
are entitled to against their respective grades. These allowances are categorized
as follow:
a. Travel Allowance (TA)
b. Qualification Allowance
c. Additional Duty Allowance
d. Mobile Phone Allowance

a. Travel Allowance (TA)

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It is the policy of University to reimburse reasonable travel expenditures

incident by an employee for carrying out official business at National level.
This policy is applicable to all, however visiting faculty members and
consultants are not covered under this policy.
It includes the following:
i. Employees travelling outside the twin cities for official purposes will
obtain travel authorization prior to start of travel from their Head.
ii. Then the recommended document will be forwarded to HRD for
getting final approval from the Vice Chancellor.
iii. The HRD will forward the approved document to Finance
Department for further processing of payment.
b. Additional Qualification Allowance
Additional qualification allowance will be given to employees who will
enhance their qualification that is entirely relevant to the job and where the
enhanced qualification is not the basic requirement of the job.
This policy is applicable to all permanent employees of all categories.

c. Mobile Phone allowance

Those employees, who have to interact outside the organization very
frequently for official purpose, can be provided Official Mobile Phones and
connection subject to the approval of competent authority.
Authorization
i. All Deans/Directors, Senior Managers are provided Cellular
Phones up to the price limit of Rs.7000/- with a monthly credit limit
having upper ceiling of Rs.2000 per month.
ii. All those managers and middle level employees (Procurement,
Asst. Managers Human Resources, Administration Staff) who have
to interact outside the organization very frequently for official
purpose, can be provided Cellular Phones subject to the approval
of competent authority, up to the price limit of 3000/- with a monthly
credit usage limit having ceiling of 1000-2000/- per month.
d. Overtime Allowance
Any overtime which adds to extra ordinary value to the organization would
be rewarded up to 40% of the gross salary with proper utilization of the
resources. Other details are as follows:
i. This allowance will be given to those employees who are
nominated and recommended by their Head.
ii. The HR department will prepare the case of recommended
employee and send it to Vice Chancellor for final approval.
iii. This policy is applicable to all staff member only.

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4.4. Benefits
This section outlines all the benefits given to RIUs employees. It also includes the
set procedures which the Human Resources Department will be following
regarding these benefits. These benefits are designed to facilitate employees of
the University during their career with it. These benefits are categorized as
follows:

a. Leave Benefit
b. Health & Medical
c. Cash Award
d. Eid Bonus
e. Hajj/ Umrah
f. Welfare and personal Loan
g. Employee Old Age Benefit (EOB)
h. Day Care

a. Leave Benefit
i. The leaves are calculated on pro-rata basis from January 1st to
December 31st of every year.
ii. Employee will earn leaves every month right from the date of
joining on pro-rata basis.
iii. 14 days Leave from the remaining leave balance will be carried
forward to the next year.
iv. RIU offers leave facilities on full pay to all contractual and
permanent employees as per detail given below:
Type of Leave Entitlement Faculty Eligibility Entitlement Management / Eligibility
Faculty Staff
Annual Leave 45 Days Employee will earn 30 Days Employee will
3.75 Per Month earn 2.5 Per
Month
Study Leave Depend on the approval of Vice Chancellor
Ex-Pakistan Depend on the approval of Vice Chancellor
Leave
Maternity 45 days Minimum 1 Year 45 days Minimum 1
Leave Service Year Service
Short Leave 3 short leaves in a month is accounted as 1 leave and deducted from annual leave
balance.

b. Health & Medical Policy

The aim of this policy is to provide Health & Medical facility to all those
employees who got them registered. The registered employees will get
benefits from our Service Hospitals.
All employees and their family members (Wife, Children and Parents) are
entitled to avail the free medical consultation at IIMCT Pakistan Railway
Hospital/IIDH.

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c. Cash Award
The aim of this policy is to give Cash awards to all those competent
employees who put their efforts in any specific project and throughout the
year Cash award act as an incentive for the employees.
All those employees who put in their efforts and who give their best to the
University are rewarded with cash awards upto 25% of their salary (In a
year). It can be recommendations by the Head and SU Head on the basis
of as and when required.

d. Eid Bonus (Eidi)

The aim of this policy is to support lower staff members so that they can
celebrate this Holy event of Eid with their families like others.
The University support its low salaried employees (drawing salary <=15, 000)
in shape of Eid Bonus (Eidi) with a desire to contribute a small portion of
their expenses on this event.

e. Welfare Loan
Welfare loans will be given to needy and poor staff members whose salary is not
more than Rs. 75000 per month only. Such loans so granted shall be recoverable
in 10 installments or otherwise as determined by the Competent Authority.

In order to regulate the loan facility subject to availability of sufficient funds under
the Head in line with criterion as follow:

Service period more than one year but less than three Equal to one months salary at the maximum.
years.

Beyond three years but less than 5 years. Equal to two months salary subject to maximum
Rs. 100,000.

Beyond 5 years. Equal to three months salary a subject to

maximum of Rs. 100,000.

f. Employee old Age Benefit Institution Scheme (EOBI)

i. All the permanent employees are covered under the following EOBI
schemes:
Old Age Benefit Pension Plan.
Old Age Benefit Disability Plan.

ii. The University shall pay this scheme on monthly basis to EOBI as follows:
RIU pays 5 % of 9,500/- per month and 1% of Rs. 9,500/- per
month will be deducted from employees salaries on monthly basis.
iii. Other details of EOBI scheme is as follows:

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Once an employee reaches the prescribed age he shall be entitled

to receive pension from the EOBI.
Gender Age (Years)
Male 60
Female 55

g. Day Care
The University provides the facility for child care in which female employees can
bring their children up to 4 years of age along with them. Although an Aya is
provided in the center who is responsible for the maintenance of the centre
whereas, the tacking care of the children is the responsibility of the mothers
through their own maids.
It is to inform that mothers are required to bring toys for their children because this
facility is not provided by the University.

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5. CAREER MANAGEMENT AND CAPACITY BUILDING

The growth and prosperity of an organization depends on its mission and the availability
of skilled workforce that is able to deliver desired outcomes for existing and future
challenges of the University. The detail is as follows:

a. The University recognizes each employees aspiration for self-growth and

development as a natural human desire, and ensures that these desires are
channeled to meet the needs and requirements of the university, this is achieved
by providing equal and fair opportunities for growth on the basis of individuals
ability to perform and an enabling environment that promotes a culture of high
ethical values and excellent standards of performance.

b. Another reason to provide such growth opportunities to employees is to constantly

maintain a pool of skilled and competent workforce that can be placed in
appropriate positions in case of scheduled and/or unscheduled vacancies arising
due to different reasons.

c. Career Plan addresses the growth path for each employee on the basis of his or
her performance, suitability for the position and growth potential that is aligned
with the existing and future positions.

d. Career development will be an ongoing process in the University where

employees will:

i. Explore their interests and abilities;

ii. Strategically plan their career goals;
iii. Create their future work success by learning and developing action plans to
help them achieve their goals.

e. This chapter covers the following sections:

i. Transfers
ii. Employee Training and Development
iii. Educational Development & Professional
iv. Performance Management
v. Promotions

i. Transfers
The aim of this policy is to plan internal resource transfers to meet job
requirements and to provide employees with the opportunity to develop their
careers and skills set.
ii. Employee Training & Development
The aim of this policy is to outline the role of training at University so that
employees shall be provided with the necessary skills. It help the employees
to fulfill the requirements of their career path. Training will also ensure that

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employees are supported through training and development to assist them in

achieving their best potential in line with Universitys objectives.
The University believes in continuous investment (through training) to maintain
and enhance its competitive edge and encourages intensive training and
development programs in order to achieve an optimum level of performance
and the employees full potential. That is why employees are encouraged to
participate in work-related trainings, including professional development
classes, workshops, and conferences.
Other details are as follows:
The employees will have to fill the bond before receiving any
training and scholarship for both national and international level.
The bond must show the years to be served in the University on
the completion of training, depending upon the nature of training an
employee has acquired.
The employees, who have been sent to trainings outside the
organization, will deliver the same training to others colleagues.

iii. Educational Development & Professional Growth

The University has special interest towards the educational growth of its
employees. Thats why it encourages its employees to avail educational
opportunities by giving them scholarships on merit basis.
Scholarships are given for higher studies both within Pakistan and abroad as well.
Other details are as follows:

All those employees who are permanent may get Assistance-ship

in Fees & dues under the assistance-ship policy if he/she wants to
get admission in any institution of the University.
The employee must be admitted on open merit seat in any
institution of University.

Required Employment Tenure with RIU

Sr. # Employment Cadre Relevance with Job Employment Tenure of

Requirements at RIU Employee at RIU
1 Any Employee Relevant 02
2 Non Relevant 01

Number & Amount of Assistanceship

There is one assistance-ship in each University program under this
scheme, however programs where numbers of seats are not
restricted by any of the regulatory authority then assistance-ships
will be allowed up to 25% students of respective class strength.
Student studying in degree programs of one year or more duration
will be awarded assistance-ship as tabulated below:

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Sr. # Employment Cadre Relevance with Job Percentage of FA on

Requirements at RIU Tuition Fee
1 Any Employee Relevant 100 %
2 Non Relevant 50

Terms of Employment Bond

Employee shall sign a post qualification employment bond as tabulated:

Assistanceship Bond Value Post Qualification Employment Bond

More than 100,000 but less than 200000 1 Year or Bond Value
More than 200,001 but less than 300000 2 Years or Bond Value
More than 300001 but less than 500000 3 Years or Bond Value
More than 500000 3 Years or Bond Value

iv. Performance Management

The Performance review process gives the organization a focus towards
achieving results according to set standards. The presence of a formal and
effective Performance Management System ensures that good performance will
be rewarded and encourages employees to exceed desired standards and
achieve Universitys goals.

The University is committed to the fair and objective review of employee

performance as an integral part of employee personal and professional
development.

The Performance Management System (PMS) will enable the employee to identify
the strengths and weaknesses, both in terms of objectives (what an employee
does) and competencies (how it is done or skills and personal attributes that
support the achievement of objectives).

The Universitys Performance Appraisal procedure is designed to:

Increase efficiency through planning of job duties, objectives and
performance.
Provide information to employees and their supervisors in assigning work
and delegating responsibility based on mutual understanding of the
employees skills and responsibilities.
Provide information to employees and their supervisors for use in work-
related decisions such as recommendations for salary raises, promotions,
transfers, demotions and dismissals.
Encourage continued growth.
Identify training needs.
Maintain a documented history of the employees performance.

v. Promotions
To reward the high performers by promoting them to next level provided they fulfill
the required standards set by the regulatory authorities and organization. This
policy will help the management to keep its employee motivated.

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The objective of this policy is to promote the individual on the basis of his
performance and experience and rewarded accordingly by giving either
compatible designation, profile, salary or other compensation subject to the
availability of the budgetary position.
Other details are as under:
All promotions for faculty, management& staff positions shall be made on
the basis of merit and it shall be effective from September 1st of every year.
No employee shall claim for the promotion to a particular post or grade by
virtue of seniority alone.

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6. GENERAL ADMINISTRATION
This chapter outlines the policies and procedures related to general administration in the
University. The management of desires that employees should adhere to all the
disciplinary related policies and code of conduct. In addition to this, the management also
realizes the importance of employee relations at workplace.

6.1. RIU House Rules

House rules include the following:

a. Attendance and Punctuality

Whenever possible, time-off should be scheduled in advance. Excessive unscheduled
absenteeism or failing to be punctual adversely affects Universitys work quality,
workload of co-workers, and the employees record. Repeated unscheduled
absences, even for legitimate reasons, will be subject to review and disciplinary action
may be initiated. It includes the following:
i. Scheduled Absences: These are pre-planned periods of time-off which an
employee and their Head have mutually agreed to before the absence occurs.
ii. Unscheduled Absences: It is un-planned time-off to which an employee and
their Head have not mutually agreed in advance. An unscheduled absence
may be considered paid leave if the supervisor allows, and if there is sufficient
leave balance available to the employee. The Head retains the right to
approve or reject use of leave balances.
iii. Absence: It means missing at least half the scheduled work-day or arriving at
work more than two hours late or not staying through at least one-half of the
work day.
iv. Failure to Report On Time: It is arriving or signing-in 15 minutes after the
officially notified office time, or leaving 15 minutes ahead of the officially
notified office time without advance approval.
v. Failure to Notify: It means not informing the Head at least one working day in
advance of any planned absence. Employees failing to properly notify their
Head of an absence will be marked absent for that work day in the attendance
record and the day will be adjusted against their leave balance. Three
consecutive unscheduled absences with failure to notify will be considered as
voluntary resignation by the employee and result in disciplinary proceedings
being initiated for job abandonment and termination. In this situation, the
employee will become ineligible for future employment with the University.
vi. Extenuating Circumstances: Any rare, unanticipated and unforeseen
emergency situations that can allow an employee to plead exemption from
disciplinary proceedings outlined above. Should such a case arise, the
employee should report in writing the events that he or she feels constitutes
extenuating circumstances to his Head, who may forward the case to the
Competent Authority for decision who may then decide if the employee can
be exempted from disciplinary proceedings.

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6.2. Code of Conduct

The aim of this policy is to establish the principles by which the employees
conduct business on behalf of the University. It includes the following:

a. Confidentiality: All the official information and documents shall remain

confidential with University. Any divulgence to outsiders shall result in
disqualification from the job.

b. Personal Favors: No employee shall receive any gift or a personal favor from the
client with which the University is in the state of business.

c. Professional Attire: All the employees are required to appear and behave
according to the Islamic principles and practices as mentioned in Quran and
Sunnah.

d. Outside Employment: No permanent employee shall seek temporary or part-

time job without prior approval of the SU Head & Vice Chancellor. In case
University finds anybody working outside, a strict disciplinary action would be
taken against him.

e. Ownership of Intellectual Property: All intellectual property, including inventions

and copyrights conceived, developed or made by employees during their
employment shall be the property of the University.

f. Employee Discipline: Employees must conform Islamic Ethical Code of

behavior, misconduct, late attendance, absence, failure to comply with the
Universitys procedures are examples of problems for which strict disciplinary
action would be taken.

g. University Asset Management: The University has the right to inspect all letters,
desks, packages etc; brought into or off the premises. Employees refusing to
allow a University representative to conduct an inspection shall be subject to strict
disciplinary action.

h. Sexual Harassment: Sexual harassment at the workplace is against all ethical

norms and Islamic Values. Strict disciplinary action shall be taken over it.

i. Personal Conduct
The University expects its employees to achieve and maintain a high standard of
ethics, professional conduct and work performance to ensure the organization
maintains its reputation with all internal and external stakeholders.
The policy will be seen to be successfully applied when all employees are seen to
perform their duties professionally with skill, care and diligence. It is includes the
following:
i. Observing Universitys policies and procedures.

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ii. Treating colleagues with courtesy and with respect for their rights, duties
and aspirations.
iii. Employees who do not conform to this standard of conduct will be subject
to disciplinary action as detailed in this Manual.
j. Work Conduct
The organization is committed to the highest ethical standards and to compliance
with all applicable laws and regulations. It is the obligation of our employees to:
i. Conduct them honestly and ethically.
ii. Avoid conflicts of interest, and disclose to their immediate superiors any
relationship that appears to constitute a conflict of interest.
iii. Comply with applicable University laws, rules and regulations.
k. Duty to Report Violations
Employees are responsible for reporting in good faith of the organization, any
circumstances that the employee believes may constitute a violation of this Code
of Conduct.

l. Laws and Regulations

Employees must at all times observe the laws and regulations of the jurisdiction to
which they are assigned.

m. Fair Deal of Business

i. When dealing with government personnel, suppliers and other persons,
employees must be guided by two principles:
Never to use his/her position to obtain personal gain.
Never to be obligated to persons with whom RIU does business.

6.3. Working Conduct

Working Conduct includes the following:

a. At Work
During office hours, all staff members are expected to devote their time fully to the
work assigned to them.

b. Personal Work
Within the specified working hours, no personal work is to be carried out.

c. Dress
The dress code is for both men and women, purely based on Islamic ethical
Standards for all employees failing which will lead to disciplinary action.

d. Equipment
Use of the Universitys equipment e.g. computers for personal use is discouraged.

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e. Chain of Command
Staff members will recognize the regular administrative channels of the
organization and direct any correspondence, communication or approaches
through proper channels.

f. Politics
Staff members shall not engage in any political activity that is inconsistent with, or
might reflect upon, the independence and impartiality required by their status as
staff members of the organization. Any staff member who becomes a candidate
for public office of a political character shall resign.

6.4. Standards of Excellence

Standard of Excellence includes the following:

a. Excellence in Leadership
The University expects all employees in a supervisory capacity to exemplify
appreciative leadership in their associations with employees and other staff.
Further, the organization expects all directors or managers to be mutually
supportive and to integrate their areas of responsibility, policies and procedures
with others throughout the University community.

b. Communications & Expectations from RIU

The University believes that the employment relationship is a shared responsibility
of the employer and employee and it promotes good employee relations through
on-going communications which include periodic organization-wide notices and
electronic mails. A milestone of the University's commitment to fair and equitable
treatment is the organization's policy with reference to Islamic Ethical Values.
At the same time University also expects that employees understand that their
primary role is to perform their job to the best of their ability and to provide service
to the organization's mission. The mutual commitment and responsibility as
outlined below will serve the best interests of both the University and its
employees.
To demonstrate its sense of community, the University will:
i. Foster and preserve open communications.
ii. Offer opportunities to develop new ideas and projects by acting as a
change agent (adapting new techniques and methodologies).
iii. Promote standards of excellence of which all employees can be proud of.
iv. Treat all members of the community fairly, equitably, and courteously.
v. Provide employees with the resources and training to maximize
productivity and creativity.
vi. Set aggressive but achievable goals.
vii. Serve employees through a talented team of leaders.

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viii. Provide employees with means to discuss organization practices.

ix. Solicit employee input as necessary on a variety of issues.
x. Promote an inclusive environment by forming committees for Quality,
Human Resources.

c. Productivity
All employees are expected to meet high productivity standards. At the University
productivity relates to time management, teamwork, efficiency, cooperation and
contribution. The standards contributing to high productivity include, but are not
limited to, the following:
i. Consistently reporting to work and leaving work according to work
schedule.
ii. Fully engaging in the work while on paid time.
iii. Meeting deadlines.
iv. Asking for assistance when necessary.
v. Assisting others with information, knowledge, time and resources.
vi. Being prepared to give extra time when necessary.
vii. Responding positively to unanticipated overtime needs.
viii. Limiting unscheduled absences.
ix. Learning and using technology and databases for maximum efficiency.
x. Starting meetings on time; ending on time.
xi. Being prepared for meetings well before.
xii. Avoiding unnecessary interruptions of others at work.
xiii. Following-up on activities that have been delegated.
xiv. Following RIU systems and procedures.
xv. Minimizing the need to conduct personal business during work hours.

6.5. Internal Communication

Internal Communication includes the following:

a. Employee Notice Board

Organization Notice Board facilitated in-house communications. A section will be
reserved for personal notices and advertisements by employees. These notices
may be posted for a period up to two weeks. All personal notices approved by the
Admin. Department for posting will have the remove date inserted on them.

b. Email Groups
The organization has various email groups for the ease of communication
between the Departments and between different SUs. These email groups must
be used for official correspondences or for religious information only. It is also the

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responsibility of the employees to use the organization equipment for official use
and to ensure that all the equipment is operational and in good working condition.
Anti-viruses must be installed and updated regularly as it has an impact on the
internal communization of the organization. Also the backup of the computers
should be taken regularly (if required).

c. Employee Discipline
The University aims to provide its employees with the contracted compensation,
worthwhile employment and competitive conditions of services and fringe benefits,
and in return expects acceptable behavior and adherence to the trust and loyalty
and therefore looks to its employees to:
i. Carry out the duties and responsibilities for which they have been engaged
or subsequently appointed, in a conscientious and energetic manner, with
due regard to the interest of the University and to others employees;
ii. Follow the instructions of the Head;
iii. Maintain high standards of honesty with due respect for the property and
possessions of the institution and other staff.

d. Drug- Free Work Place

The University believes in its employees as in the services it provides. Employees
health and well being are very important, and thus the intent of this policy is to
promote a healthy and caring environment for everyone. Therefore, anywhere
Universitys work is carried out is declared a drug-free workplace.

e. Violations of Organizations Rules & Regulations

The main aim of this policy is to provide set standards of discipline within
University. The following offences are violations of University rules and will be
treated with the penalties specified under disciplinary actions:

i. Theft or intentional damage of property of University or other employees.

ii. Unauthorized / misuse of computer, internet and intranet.
iii. Assault on any employee.
iv. Threatening or intimidating employees.
v. Falsifying records.
vi. Removal of University record or release of confidential information.
vii. Posting or removing notices on the bulletin board without University
approval.
viii. Distributing printed matter on University premises without permission, also,
soliciting contributions on University premises.
ix. Stopping work before office hours, stretching breaks or otherwise wasting
time.

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x. Leaving Department or office premises during working hours without

permission.
xi. Unauthorized absence.
xii. Excessive absenteeism or untidiness.
xiii. Possession of illegal weapons or firearms on University premises.
xiv. Reporting for work under the influence of alcohol or drugs or using illicit
drugs alcohol or using illicit drugs on University premises.
xv. The Universitys staff members are strictly prohibited for smoking within
the premises and this is recognized as an offence, smoking in not allowed
at any cost in an un-authorized areas i.e. class rooms, offices & premises,
even guests are also liable to follow this restriction.
xvi. Disregarding safety rules.
xvii. Fighting or attempting to provoke a fight on University premises.
xviii. Failure to report injury or accident.
xix. Unprofessional and Un-Islamic behavior or being involved in work politics
or any activity detrimental to proper functioning of Departments.
xx. Any illegal conduct or activity.

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