Al-Balqa Applied University (BAU) has established a regulatory and institutional framework that enables employees and academic staff to raise concerns, submit grievances, and appeal decisions affecting their employment rights, salaries, job classifications, performance assessments, disciplinary penalties, and other employment-related entitlements. This framework is grounded in the University’s applicable regulations, executive instructions, salary and allowances regulations, disciplinary provisions, and institutional policies, which promote fairness, transparency, accountability, and the consistent application of employment rules.<\/p>\n\n\n\n
Aligned with BAU\u2019s Good Governance framework, the process provides formal mechanisms for reviewing employment-related decisions by the competent university authorities in accordance with established procedures and deadlines. Supported by the University’s Code of Conduct and Job Ethics, legal oversight, and internal control mechanisms, these arrangements reinforce procedural fairness, accountable decision-making, and the protection of employees’ rights and financial entitlements.<\/p>\n\n\n\n
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Al-Balqa Applied University\u2019s Good Governance framework is based on the principles of rule of law, transparency, participation, accountability, fairness, integrity, efficiency, effectiveness, sustainability, and excellence<\/strong>. It connects legislation and institutional policies with planning, implementation, internal control, performance monitoring, feedback, and continuous improvement.<\/p>\n\n\n\n Within this framework, the Employee Appeal and Grievance Process<\/strong> provides employees with formal mechanisms to raise concerns and appeal decisions affecting their employment rights, salaries, classifications, performance assessments, and disciplinary matters. The process ensures that such matters are handled according to applicable regulations, by the competent authorities, and within established procedures and deadlines.<\/p>\n\n\n\n The process directly supports rules of law, transparency, accountability, fairness, and internal control<\/strong> by enabling employees to present concerns, defend their rights, and seek review of relevant decisions. Outcomes and feedback from these mechanisms can also contribute to corrective action and continuous institutional improvement<\/strong>.<\/p>\n\n\n\n Thus, the Employee Appeal and Grievance Process is an integral part of BAU\u2019s Good Governance system, ensuring that employment-related decisions are subject to established rules, appropriate review, accountability, and continuous improvement.<\/p>\n\n\n Based on the Al-Balqa Applied University Employees Regulation No. (75) of 1999 and its amendments, including the amending regulation No. (102) of 2024, the University regulates disciplinary penalties and the procedures for appealing them through a defined institutional framework. This framework establishes the procedures for investigating violations, imposing disciplinary measures, and reviewing appeals, while safeguarding employees\u2019 procedural rights at each stage.<\/p>\n\n\n\n Employees\u2019 Right to Appeal Disciplinary Penalties<\/strong><\/p>\n\n\n\n Al-Balqa Applied University Faculty Regulations No. (41) of 2007 and its amendments<\/strong>, including an amendment published in the Official published on 16 October 2025, this system includes disciplinary penalties applicable to faculty members.<\/strong><\/p>\n\n\n\n Article (47): Disciplinary Penalties<\/strong><\/strong><\/p>\n\n\n\n This article specifies the disciplinary penalties that may be imposed on a faculty member for violating applicable laws, regulations, instructions, or decisions. These penalties include Notice, Warning, Final Warning, Termination of Service, Dismissal from the University.<\/strong> <\/p>\n\n\n\n Article (48): Right to Appeal Disciplinary Penalties<\/strong><\/strong><\/p>\n\n\n\n This article establishes the right to appeal certain disciplinary penalties and specifies the competent appellate authority and applicable deadlines.<\/p>\n\n\n\n This article establishes the right of faculty members to appeal certain disciplinary penalties and specifies the competent appellate authority and applicable deadlines. A warning imposed by the Dean of the Faculty may be appealed to the University President within seven days from the date of notification. Where a disciplinary penalty is imposed by the Initial Disciplinary Council, the decision may be appealed to the Appellate Disciplinary Council within two weeks from the date of the decision. The article also identifies the authorities empowered to impose disciplinary penalties, including the Head of Department, the Dean of the Faculty, the University President, and the Initial Disciplinary Council, thereby establishing a defined institutional framework for disciplinary decisions and their review.<\/strong><\/p>\n\n\n\n Article (49): Right to Be Heard and Defend Oneself<\/strong><\/p>\n\n\n\n This article establishes important procedural safeguards:<\/p>\n\n\n\n These provisions support procedural fairness before a disciplinary decision is made.<\/strong><\/p>\n\n\n\n Articles (52) and (53): Investigation and Notification Procedures<\/strong><\/p>\n\n\n\n These articles establish procedures for handling disciplinary violations.<\/p>\n\n\n\n Article (52):<\/strong> Outlines the process for referring a violation and taking the appropriate action, including investigating, imposing a penalty within the relevant authority’s powers, or referring the matter to the Disciplinary Council.<\/p>\n\n\n\n Article (53):<\/strong> Requires a faculty member referred to by the Disciplinary Council to be provided with a copy of the statement of charges at least seven days before the hearing. The faculty member is entitled to submit a written response within this period, inspect the case file, attend the Council’s hearings, and defend themselves.<\/strong><\/p>\n\n\n\n 7. Article (57): Appeal Against a Decision of the Initial Disciplinary Council<\/strong><\/p>\n\n\n\n This article establishes the right of a faculty member subject to a decision by the Initial Disciplinary Council imposing one of the penalties specified in Article (47) to appeal that decision before the Appellate Disciplinary Council, subject to the following procedures:<\/p>\n\n\n\n BAU’s Protects Those Reporting Discrimination from Educational or Employment Disadvantage Policy establishes protection for individuals reporting discrimination. Employees can raise concerns through designated institutional channels, including senior management, internal oversight units, and the Legal unit. The policy provides for appropriate action on reported cases, protection of relevant rights and confidentiality, and safeguards against employment disadvantages arising from reporting discrimination. See BAU\u2019s policy BAU\u2019s to protect those reporting discrimination<\/a> from employment discrimination<\/p>\n\n\n BAU has established a computerized system accessible through its website to receive complaints and grievances from employees, students, and visitors. The system is followed by the University Presidency, providing an institutional mechanism for receiving concerns and ensuring that they are directed for appropriate review and follow-up. This mechanism supports the University’s Good Governance framework by promoting transparency, accountability, accessibility, and responsiveness. It also provides a formal channel through which employees can raise employment-related concerns and seek attention to matters affecting their rights, contributing to effective grievance handling and continuous institutional improvement<\/p>\n\n\n\n The University promotes understanding of its legislative and regulatory framework to ensure that employees are informed of the rules governing their employment, the mechanisms for submitting grievances, and the procedures for seeking a review of decisions by the competent authorities. The New Faculty staff Orientation Course<\/strong>, conducted at the beginning of each academic year, serves as an example of this awareness-raising effort, introducing newly appointed faculty members to the University’s institutional framework, relevant regulations, and professional responsibilities. Such initiatives support transparency, procedural fairness, accountability, and informed engagement with the University’s governance and grievance mechanisms.<\/p>\n\n\n\n BAU supports the implementation and improvement of its employment policies through institutional oversight and quality assurance mechanisms. The Quality Assurance and Continual Improvement Council provides a framework for reviewing policies and procedures and promoting continuous improvement in institutional practices.<\/strong><\/p>\n\n\n\n Supportive laws : <\/p>\n\n\n\n Salary and Bonus System<\/a><\/p>\n\n\n\n![\"\"](\"https:\/\/sustainable.bau.edu.jo\/wp-content\/uploads\/2026\/10\/Picture30.png\")
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Commitment to Fair and Accountable Employment Practices<\/strong><\/strong><\/strong><\/strong><\/h3>\n\n\n\n
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\n\n\n\nEmployee Awareness of Rights, Responsibilities, and Appeal Procedures<\/h3>\n\n\n
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\n\n\n\nInstitutional Oversight and Continuous Improvement<\/strong><\/h3>\n\n\n\n