8.2.8

Institutional Commitment

Canadian University Dubai (CUD) is committed to fair employment practices, transparent workplace procedures and the protection of employee rights.

The University recognises that employees must have access to appropriate mechanisms for raising concerns and appealing decisions affecting their employment terms, remuneration, workplace relationships and working conditions.

CUD maintains a formally approved Faculty and Professional Staff Grievance Policy (FS-PO-5M) that establishes procedures for reviewing and resolving eligible employee disputes.

Although the policy is titled Faculty and Professional Staff Grievance Policy, its stated scope explicitly applies to all CUD employees, including academic faculty, administrative employees and support staff.

The policy provides a structured process for informal resolution, formal review, escalation and final internal appeal.

Through this framework, CUD enables employees to seek review of eligible employment-related decisions and concerns, including matters involving their rights and pay.

1. Formally Approved Employee Grievance Policy

CUD's employee appeals process is established in its Faculty and Professional Staff Grievance Policy.

Purpose of the Policy

The stated purpose of the Faculty and Professional Staff Grievance Policy is to provide due process for the efficient resolution of employee grievances.

The policy establishes formal procedures for raising employment-related disputes and provides opportunities for eligible concerns to be reviewed by different levels of university management.

It also specifies the responsibilities and timelines associated with the resolution process.

2. Employee Rights and Pay-Related Appeals

The Faculty and Professional Staff Grievance Policy identifies three principal circumstances in which employees may use the dispute resolution procedure.

These include:

1. Concerns regarding an employee's own terms and conditions of employment.
2. Concerns regarding individual working relationships within the University.
3. Concerns regarding individual working conditions or workplace situations.

These categories provide a basis for eligible employee appeals concerning employment rights and contractual remuneration.

Matters That May Be Raised

The policy provides a process for reviewing these matters where they fall within its stated scope.

It does not guarantee that every requested salary adjustment, benefit change or other remedy will be granted.

Scope and Limitations

The policy expressly excludes certain disputes involving official CUD policies, regulations or procedures, decisions of the Board of Trustees or President, and matters where the proposed remedy would conflict with institutional rules or UAE law.

Accordingly, the employee appeals process applies to eligible individual disputes within the policy's stated jurisdiction.

3. Informal Resolution of Employee Grievances

CUD encourages eligible employment concerns to be addressed through discussion and informal resolution where possible.

Faculty-Specific Informal Procedure

The policy provides that faculty members seeking to raise a dispute must first request a meeting with the relevant Dean.

This initial attempt at informal resolution should take place within 20 working days of reasonable knowledge of the alleged act or omission.

Where satisfactory resolution is not achieved, the complainant may submit a written dispute to the Dean within 40 working days of reasonable knowledge of the matter.

If the complaint is against the Dean, the dispute must instead be addressed in writing to the Provost.

These provisions establish an initial resolution and escalation pathway for faculty members.

General Initial Review Procedure

The policy also establishes a first-stage process through which employees may present an eligible dispute to their immediate supervisor.

An employee may seek informal resolution within 10 working days of reasonable knowledge of the alleged act or omission.

The supervisor reviews the concern, discusses the matter with the employee and seeks a satisfactory settlement.

A written report documenting the findings and outcome is prepared within five working days, as specified by the policy.

Where the immediate supervisor is involved in the dispute, the employee should address the concern in writing to the relevant Dean or Department Head.

4. Formal Written Grievance Submission

Where a concern cannot be resolved informally, the employee may submit a formal written grievance in accordance with the applicable procedure.

The policy identifies the information required to support an employee's case.

Required Information

A written grievance should include:

• A concise description of the act or omission giving rise to the dispute.
• Relevant facts and circumstances.
• The remedy or resolution sought.
• Evidence of efforts to resolve the matter informally.
• Arguments supporting the requested resolution.
• Relevant supporting documents.

The policy places responsibility on the employee submitting the grievance to provide supporting evidence.

This process provides a documented basis for institutional consideration of the concern.

5. Departmental Review and Decision

Where an employee is dissatisfied with the initial resolution, the dispute may be escalated to the relevant Dean or Department Head.

The second stage provides for further review of the circumstances.

Departmental Responsibilities

The Dean or Department Head is responsible for:

• Receiving and reviewing the dispute.
• Considering the circumstances of the complaint.
• Investigating relevant information.
• Providing a written response to the employee.
• Documenting the action taken.
• Reporting the outcome to the Provost and Director of Human Resources.

The policy provides for departmental review and written communication of the decision within the prescribed 10-working-day period.

This ensures that unresolved employee concerns are subject to review beyond the immediate supervisor.

6. Senior Institutional Review

If the employee does not accept the outcome of the departmental review, the policy provides for a further stage of escalation.

At this stage, both parties submit their views separately in writing to the:

• Provost.
• Director of Human Resources.

The Provost and Director of Human Resources investigate the matter and communicate a written decision to the employee.

The policy provides for the decision to be communicated within 10 working days.

This stage introduces senior academic and administrative oversight into the employee dispute resolution process.

7. Final Internal Appeal to the President

Where the employee remains dissatisfied following review by the Provost and Director of Human Resources, the policy provides for a final internal appeal.

Appeal Procedure

The employee may submit a written appeal to the President.

The President is responsible for reviewing and investigating the appeal.

The policy provides for the President to communicate the decision in writing to:

• The employee raising the grievance.
• The respondent.
• The relevant Dean or Department Head.
• The Provost.
• Human Resources.

The decision must be communicated within 20 working days of receipt of the appeal.

Under the policy, the President's decision is final within the University's internal grievance procedure.

This establishes a formal senior-level review mechanism for eligible employee disputes.

8. Employee Appeals Process — Summary

CUD's grievance procedure follows a documented sequence of review and escalation.

The faculty-specific provisions and general supervisor-based procedure are presented separately because they establish different initial steps.

The subsequent review and appeal provisions provide a documented framework for institutional escalation of eligible concerns.

9. Role of Human Resources

The Human Resources Department plays an important role in CUD's employee grievance procedures.

The Faculty and Professional Staff Grievance Policy identifies the Director of Human Resources as one of the responsible authorities.

Human Resources participates in senior-stage grievance review and receives documentation concerning departmental decisions.

The University's employee handbooks also establish Human Resources responsibilities in employee relations, personnel record administration and disciplinary procedures.

These arrangements support the institutional administration of employee concerns and appeals.

10. Fair Employment and Non-Discrimination

CUD's employee appeals framework is supported by its institutional employment and non-discrimination policies.

Non-Discrimination Policy (GM-PO-1N)

Approved: 10 May 2024
Approving authority: Board of Trustees

The policy establishes CUD's commitment to equality, diversity, fairness and respect.

It prohibits discrimination and harassment within its scope and provides a procedure for reporting related concerns to the Director of Human Resources.

Employment Policy (FS-PO-5B)

Latest documented revision: 13 March 2023

The Employment Policy establishes equal employment opportunity principles and formal employment procedures.

It recognises protection against discriminatory treatment on grounds including gender, race, religion, disability, age and national origin.

These policies complement the employee grievance framework by addressing fairness and conduct in employment.

11. External Labour Dispute Mechanisms

CUD operates within the employment framework established by UAE legislation.

Federal Decree-Law No. 33 of 2021 provides statutory procedures for eligible employment-related disputes.

Depending on the applicable legal requirements and the circumstances of the case, employees may have access to government dispute resolution mechanisms administered through the Ministry of Human Resources and Emiratisation and the competent judicial authorities.

These statutory mechanisms are separate from CUD's internal grievance policy and operate according to the relevant legal procedures.

The existence of an internal final appeal decision does not, by itself, eliminate any external legal remedies available under applicable law.

12. Policy History and Institutional Accountability

CUD's Faculty and Professional Staff Grievance Policy has an established institutional approval and revision history.

The latest documented revision occurred in March 2023, before the 2025 reporting year.

The policy is included in CUD's Policies and Procedures Manual for academic year 2025–26.

This provides documentary evidence that the University's employee grievance process existed during the relevant reporting period.

Institutional Responsibilities

13. Contribution to the Sustainable Development Goals

SDG 8 — Decent Work and Economic Growth

CUD's formal employee grievance and appeals process contributes to fair employment practices and mechanisms through which employees can address concerns relating to their rights and pay.

The process supports the objectives of SDG Target 8.8 concerning labour rights and appropriate working conditions.

SDG 5 — Gender Equality

Access to documented employment appeal procedures supports employees in raising eligible concerns about unfair employment conditions, including matters involving gender-related treatment.

SDG 10 — Reduced Inequalities

The university-wide scope of the grievance policy supports access to employee dispute resolution across academic, administrative and support positions.

SDG 16 — Peace, Justice and Strong Institutions

Defined appeals procedures, documented responsibilities, written decisions and senior-level institutional review support accountability and procedural fairness.

Institutional Commitment

Canadian University Dubai maintains an approved employee grievance and appeals process applicable to all CUD employees.

The Faculty and Professional Staff Grievance Policy (FS-PO-5M) establishes procedures for reviewing concerns concerning employment terms and conditions, workplace relationships and working conditions.

These provisions create an institutional mechanism for employees to raise eligible disputes affecting their rights and remuneration.

Through informal resolution, written grievances, departmental review, senior institutional investigation and a final appeal to the President, CUD provides a structured process for employee dispute resolution.

The policy was last reviewed and approved on 13 March 2023, demonstrating its existence before the 2025 reporting year.

Primary Policy: Faculty and Professional Staff Grievance Policy (FS-PO-5M)

Responsible Authorities: Provost and Director of Human Resources

Final Internal Appeal Authority: President

Approving Authority: Board of Trustees

Primary Reporting Year: 2025.