HARASSMENT POLICY

AFU is committed to providing a work environment that is free of discrimination. Actions, words, jokes, or comments based on an individual’s gender, race, ethnic background, religion, disability or any other legally protected characteristic will not be tolerated. As an example, sexual conduct (both overt and subtle) can serve to create an offensive work environment and is thus prohibited. Employees, students or other individuals who feel aggrieved because of conduct that may constitute sexual harassment should immediately inform the person engaging in such conduct that such conduct is offensive and must stop. Anyone who feels victimized by this behavior should notify their immediate supervisor and/or the Human Resources Unit with specific, written information concerning the matter. Upon such notification the Human Resources Unit within two working days should begin an investigation. Once the investigation is concluded, a recommendation for action must be submitted to the President in a timely manner. The President shall take action on the recommendation within three working days. Should the Human Resources Unit be named in the harassment charge and/or should the President hold that the charged individual has such a relationship with the Human Resources Unit that a report could legitimately be contested on the grounds of bias, then an alternate investigator shall be appointed. At every step of the procedure, confidentiality will be maintained to the extent possible to protect the individuals involved. Employees or students failing to restrict confidential information or who knowingly provide false information will be subject to disciplinary action. Any employee found to be engaging in any improper harassment will be subject to appropriate disciplinary action, up to and including possible discharge.

DRUG FREE WORKPLACE

AFU recognizes that drug and alcohol abuse diminishes the integrity of the University and erodes the strength and vitality of its human resources. It is the intent of the University to educate students and employees about the dangers of drug and alcohol abuse, and to discourage the illegal possession and distribution of drugs and alcohol. Accordingly, AFU adopts the following policy: 

The unlawful possession, use or distribution of illicit drugs and alcohol by students and employees on the University property, or as a part of any University sponsored activity, is strictly prohibited. All students and employees must abide by this policy as a condition of enrollment or employment. Continuance of employment or enrollment following receipt of this policy constitutes acceptance of this policy by the employee or student. Sanctions will be imposed for violation of this policy.

VIOLENCE IN THE WORKPLACE

The University strictly forbids verbal or written threats, or any behavior that is likely to lead to violence. Any employee who feels they have been the victim of a violent act should notify their immediate supervisor and/or the Human Resources Unit. In severe instance, where immediate response or assistance is required the employee should contact the Campus Security or contact local law enforcement. Employees who are the victim of a violent act should be prepared to report who the assailant was, names of witnesses, and information detailing the events that led up to the violent act. Al Falah University is strongly committed to providing a work environment that is free of violence. Towards this goal all employees are encouraged to report any act of violence which occurs to them in the workplace.

SECURITY INSPECTIONS

The University wishes to maintain a work environment that is free of illegal drugs, alcohol, firearms, explosives, or other improper materials. To this end, Al Falah University prohibits the control, possession, transfer, sale, and/or use of such materials on its premises including work areas, lockers, tool boxes assigned to employees, or items brought onto the University’s premises by employees. The University requires the cooperation of all employees in administrating this policy.

Note: The University prohibits any non-law enforcement officer to have in their possession (including personal and vehicle) a firearm while on University property.

Role of AFU Staff in Governance and Participation on Committees

AFU supports and encourages any staff member to become engaged in structured approved committees, this practice will advance staff responsibility and lead the AFU community into the world to serve. Staff participation in different university committees will make them more dedicated to improve their intellectual, knowledge, and logical skills. AFU determines the need for its staff to take part in effective and productive structured committees to explore specific topics or issues. It is important to emphasize the positive impact of the staff’s participation in committee work, both to the individual and the University. The University benefits by having a large number of willing and interested staff from which to choose committee participants and from the knowledge they bring to the group process. AFU individual staff participants are able to contribute to the university in a meaningful way, by developing new dimensions of their abilities of making a difference. It is essential that the staff participant communicates with one’s supervisor and assists in determining work schedules and assignments in conjunction with the staff’s work, the work of others, and the effective progress of the unit’s work. This process will promote equitable committee participation among staff members within a unit and consistent work priorities. AFU different committees enable all units’ staff members to be part in one committee at least once since it is formed at the beginning of the academic year. Each committee head communicates the goals and objectives of the committee, the expected commitment, and the schedule of work and meetings, and assigns duties for each staff member and other members.