Student Code of Conduct

GUST is committed to providing a positive work and learning environment where all individuals are treated fairly and with respect. Intimidation and harassment have no place in a university community.

It is the responsibility of the University to utilize its resources toward the creation of quality academic programs and to provide a friendly campus environment, which is conducive to learning and personal development. Interactions among GUST students, faculty, and staff should reflect mutual respect and professionalism.

A student enrolled at GUST assumes an obligation to behave in a manner compatible with the University’s function as an educational institution. The GUST Code of Student Conduct generally shall be limited to conduct which occurs on the University premises, at University-sponsored, or University-supervised functions. However, GUST administration may take appropriate action against students for conduct on or off University premises in order to protect the physical safety of students, faculty, staff, and visitors. Conduct, for which students are subject to sanctions, is described in detail in the University Code of Student Conduct.

GUST Grievances Policy

The Gulf University for Science and Technology (GUST) employees have the right to raise their grievances through proper reporting channels for any of the following issues while protecting them from educational or employment disadvantage:

  • Employees conflicts (Direct managers, subordinates)
  • Changes in employment conditions
  • Pays and Benefits
  • Personal issues (discrimination, violation, bullying, work harassment)
  • Performance Management (promotions, increments, and rating)
  • Work conditions (Health & Safety)

GUST Grievances Procedure

  • Informal approach: Employee shall initially approach the immediate Supervisor/Manager in case of any grievance issue.
  • Formal approach: Where the issue is not resolved through the immediate Supervisor/Manager, employees may raise the grievance issue in writing to their Dean/Director/Vice President.
    • Evaluation of the case: The Dean/Director/Vice President shall meet and review the matter and shall arrive to a decision within five working days after the meeting is held. That outcome/solution shall be communicated to the employee in writing.
    • Grievance appeal: In the event that the employee is not satisfied with the outcome, further appeal may be made to the HR Department. Then, the HR should evaluate the case and recommend if Grievance committee can be formed to discuss and recommend resolutions. The decision of the HR shall be considered as final.

To protect those reporting any employment disadvantages, the requirement section in the procedure policy states that HR treats grievance cases as confidential related matter.

Appeal on Employee Rights

A letter of appeal is a document by which a disagreement or controversy is generated against a resolution or sentence of any kind. Therefore, it is a call for a person or entity superior to the one that has made such decision to reconsider it, correct the possible errors that it may contain and, if it is the case, issue a new resolution. Although it is a resource widely used in legal problems, it can also be used in other commercial, civil, labor or educational matters. For this reason, GUST has its own committee in charge of the appeals and not only of the students but also of the employee right, since the university is interested in their disagreement and for this reason the case is duly studied.

Dr. Kameleddine B. Benameur
Chairperson, Assistant Dean, CBA
Dr. Ronald Goodwin
Assistant Dean, CAS
Dr. Mohammad Sartawi
Faculty Representative
Mr. Muhammad Al-Mudhaf
Appointee of the VPAS
Mr. Basema Dana
Appointee of the VPAS

Section Three – Collective Work Disputes

Article (123)
Collective work disputes are the disputes that arise between one or more employers and all his or their workers or a group thereof due relevant to the work or the working conditions. Article (124) In the event of collective disputes, the involved parties shall resort to direct negotiations between the employer or his representative and workers or their representative. The competent ministry shall delegate a representative to attend the negotiation as controller. In the event where an agreement is reached among them, the agreement shall be registered at the competent ministry within 15 days in accordance with the regulations issued in a resolution of the Minister. Article (125) Either party to the dispute may submit to the competent ministry a request to settle the dispute amicably through the Collective Work Disputes Reconciliation Committee established by a decision of the Minister, in the event where direct negotiation fails to lead to a solution. The request shall be signed by the employer or his authorized representative, or the majority of the disputing workers or their authorized representatives.

GUST Code of Conduct Policy

Equal Employment Opportunity

GUST does not treat outsourced employees differently than its employees. Any human being working at/for the university has full rights regardless of their race, color, sex, age, social status, physical or mental disability, or any other factor.
If outsourcing activities to third parties needed, then GUST takes all appropriate measures to ensure the equivalent rights of employees are met.

GUST Qualified Vendors List Policy when outsourcing activities to third parties

Vendor Selection

  1. Only Qualified Vendors shall be selected for work with the University.
  2. If a vendor’s services are required and they are not “qualified” the requesting department shall contact the Purchasing Committee to assist in finding an appropriate substitute who is qualified or to take action to qualify a suitable vendor for the area of work not available on the current list.
  3. No payments shall be made to any vendor within the University (for purchases or works equal to or above KD3,000) until the vendor is added to the university Qualified Vendors List.
  4. Vendors shall be evaluated based on their ability to satisfactorily perform the work as evidenced by information gathered during the pre-qualification process, qualification profile, and matched with the appropriate type of work to be contracted.
  5. Utilization of vendors shall be distributed to provide opportunities for all vendors to bid on and obtain work based on their competitiveness.
  6. A qualified vendor shall be given an opportunity to participate in each bid list prepared for work within the areas of appropriate trade and specialty as determined in the qualification process.
  7. Vendors shall be evaluated based on their ability to satisfactorily perform the work as evidenced by information gathered during the pre-qualification process, qualification profile, and matched with the appropriate type of work to be contracted.
  8. Utilization of vendors shall be distributed to provide opportunities for all vendors to bid on and obtain work based on their competitiveness.

Some considerations for selection are

  • The vendor is currently qualified and not suspended or terminated.
  • The value of work shall be matched with the capability of the vendor
  • Evaluations of previous performance
  • Experience with projects of a similar nature
  • Financial capability
  • Internal resources
  • Governmental agency requirements

Equivalent rights of workers

Remuneration Policy

I. Policy

  • The purpose of the Gulf University for Science & Technology (GUST) remuneration policy is to:
  • Provide fair, equitable and competitive compensation for its employees
  • Encourage and reward high performance
  • Attract individuals of the right caliber, qualifications and experience for the joins in the University
  • Provide flexibility to adapt to market changes and imperatives
  • To be managed in a structured and standardized manner
  • HR develops salary scale based on market compensation data obtained from professional surveys
  • Salary scale consists of grades that describe different job levels and categories in the organization. Jobs are evaluated by HR Department to determine the appropriate grade
  • The HR Department will, on a three-year basis, undertake a market review to ensure the continued competitiveness of the salary structure. Recommendations from this review will be presented to the University Senior Management Team for consideration and action as deemed appropriate
  • The below terms are used to describe the various components of employees remuneration:
  • “Salary” refers to the cash payments made by GUST to an employee on a monthly basis, in compensation for the effort he/she deployed in performing his/her job.
  • “Allowance” refers to cash payments made by GUST to an employee, whether on monthly basis, or not, in compensation for the effort he/she deployed in performing his/her job (e.g. transportation, communication, housing, etc.). Employees’ eligibility to the allowances is as per their job level and business needs as mentioned in their contracts.
  • “Benefit” refers to an advantage granted to an employee of such as:
  1. Workmen Compensation
    1. Employees will be enrolled under workers’ compensation insurance plan upon joining
    2. Employees are covered for job-related injuries/diseases.
    3. Coverage is provided during working hours including the travel from place of residence to work and vice versa.
    4. Compensation amount for job-related injuries/diseases are set per the Kuwait Labor Law and/or insurance policy.
    5. Some restrictions may be applied, refer to the current Workmen Compensation Policy
  2. Health Insurance
    1. GUST Employees are eligible for Group Health Insurance Plan coverage
    2. Employees will incur part of the treatment cost in line with the agreed Insurance Plan terms and conditions
    3. If the employee is entitled for health insurance coverage for spouse and children, then they must be resident in Kuwait to be enrolled in the health insurance plan
  3. Temporary Accommodation
    1. For international new hires, accommodation will be provided for a period of one month.
    2. The employee will not receive the monthly housing allowance, if applicable, during the stay in the temporary accommodation.
  4. Duplication of Benefits
    1. If a husband and wife are both employees of GUST, then the employee with the higher entitlement will get the Benefit for the children.
    2. It is the responsibility of the employees to declare their status to the HR department.
  5. In case an employee has already claimed full entitlement for an ongoing year and either employee or the GUST terminates his employment, a prorated amount based on his date of resignation or termination will be deducted from the end of service benefits.
    1. “Rewards” refers to discretionary cash or non-cash payments make to an employee in recognition for achieving high performance in his/her job. (e.g. Sales Bonus)

II. Aplication

  • This policy shall apply to all GUST employees.