Goal 8. Decent Work and Economic Growth
8.2.8 Employment practice appeal process
2023-2024
The Employment Practice Appeal Process at the Arab Academy for Science, Technology, and Maritime Transport (AASTMT) represents a cornerstone of the institution’s commitment to fairness, transparency, and accountability in employment-related decisions. This process directly supports Sustainable Development Goal 8 (SDG 8): Decent Work and Economic Growth, which emphasizes the promotion of inclusive labor practices, protection of workers’ rights, and the creation of safe, equitable, and growth-oriented work environments.
AASTMT’s appeal mechanisms ensure that recruitment, promotion, appraisal, and pay-related decisions are conducted with impartiality and subject to transparent review. By providing employees with a structured pathway to challenge decisions they perceive as unfair, the Academy promotes equal opportunity, prevents discrimination, and reinforces a culture of institutional justice—all central to SDG 8 targets on decent work and productive employment.
Furthermore, the Employment Practice Appeal Process strengthens AASTMT’s commitment to labor rights, as it guarantees that all staff members—academic or administrative—have access to an impartial platform to voice concerns related to employment, performance evaluation, workload, or compensation. This contributes to a healthy organizational climate, enhances employee morale, and supports long-term professional development. Such practices directly foster inclusive and sustainable economic growth, a core pillar of SDG 8.
The Academy also integrates continuous monitoring, documentation, and reporting on employment practices, ensuring alignment with global standards of good governance. These mechanisms reinforce transparency and promote trust between employees and the institution, thereby enhancing workforce stability and productivity.
Complementing this, AASTMT’s Grievance and Appeals Policy and Procedures play a crucial role in reinforcing SDG 8 by ensuring that all grievances—including those related to human resource management, staff rights, working conditions, or pay appeals—are addressed constructively, promptly, and without bias. This policy cultivates a participatory and rights-based employment environment where staff feel empowered to raise concerns and seek redress.
In essence, AASTMT’s Employment Practice Appeal Process and Grievance Procedures not only uphold the principles of fairness and inclusion but also position the institution as an active contributor to global SDG 8 objectives. Through transparent employment governance, protection of labor rights, and commitment to decent work conditions, the Academy demonstrates its dedication to building a sustainable, equitable, and growth-enhancing workplace for all staff members.
Please read AASTMT’s Grievance and Appeals Policy at the following link:
https://aast.edu/en/sdg/goals.php?unit_item=1208&page_id=120800004
Also, the Human Resources Department at the AASTMT has conducted a number of workshops in several AASTMT campuses in the Academic year 2021-2022 to explain the grievance and appeals policy to all AASTMT full time and part time staff.
Workshops for AASTMT staff to explain the Grievance and Appeals Policy
The Human Resources Department at the Arab Academy for Science, Technology, and Maritime Transport (AASTMT) has undertaken a series of comprehensive and informative workshops designed to educate staff members about the institution’s Grievance and Appeals Policy. These workshops have been instrumental in deepening employees’ understanding of the policy’s procedures, objectives, and mechanisms, ensuring that all staff are fully aware of their rights, responsibilities, and the formal channels available for raising and resolving workplace concerns.
By equipping employees with this critical knowledge, the HR Department strengthens their ability to navigate employment-related issues through a fair, transparent, and structured process. This empowerment fosters a workplace culture grounded in trust, accountability, and open communication. Such initiatives directly support Sustainable Development Goal 8 (SDG 8): Decent Work and Economic Growth, which calls for the promotion of safe, inclusive, and rights-based employment environments.
These capacity-building efforts contribute significantly to SDG 8’s targets by enhancing workforce engagement, improving job satisfaction, and reducing inequalities within the institution. An informed and confident workforce is more productive, motivated, and resilient—attributes essential for fostering sustainable economic growth. Through these workshops, AASTMT reinforces its commitment to decent work principles, ensuring that its employees are not only protected but also empowered to participate actively in creating a fair and equitable organizational environment.
ASTMT Workshop Highlights Grievance & Appeals Policy to Promote Fair Work and Gender Equity
Alexandria, Egypt – 28 April 2024
The Arab Academy for Science, Technology and Maritime Transport (AASTMT) held a dedicated workshop at its Al Alamein campus for faculty and administrative staff to present and clarify its Grievance & Appeals Policy. The session, facilitated by the Human Resources department, focused on informing staff about their rights, how to raise work-related concerns (including pay-related appeals), mediation processes, and mechanisms for ensuring a respectful, transparent, and non-discriminatory workplace.
This initiative aligns strongly with Sustainable Development Goal 8 (SDG 8) on “Decent Work and Economic Growth” by reinforcing workplace fairness, accountability and employee empowerment. By ensuring that all staff—regardless of gender—have equal access to grievance and appeal channels and are able to contest pay- or rights-related issues, AASTMT underlines its commitment to gender-equitable compensation and its comprehensive system for tracking pay scale for gender equity. The workshop underlines how robust governance, transparent pay-systems, and accessible appeals mechanisms combine to foster an inclusive, equitable work environment across the academy.
Link to the official news page:
https://aast.edu/en/news/news-details.php?language=1&view=1&unit_id=1&news_id=486102277&event_type_id=1
AASTMT Signs MoU with Saudi Distance Learning Company to Expand Educational Access and Support Gender-Equitable Employment
Alexandria, Egypt – 17 March 2024
Arab Academy for Science, Technology and Maritime Transport (AASTMT) signed a Memorandum of Understanding (MoU) with Distance Learning & Training Company (DLT) of Saudi Arabia. The agreement, signed remotely by AASTMT President Prof. Dr. Ismail Abdel Ghafar Ismail Farag and DLT Chairman Eng. Zuhair A. Azhar, aims to exchange knowledge and experiences in media training, distance education, and collaborative capacity-building initiatives across member states of the Organization of Islamic Cooperation (OIC). The partnership will leverage modern technologies to enhance educational outcomes and strengthen the knowledge-based society across the Arab and Islamic world.
This initiative supports Sustainable Development Goal 8 (Decent Work and Economic Growth) by advancing inclusive and high-quality training for diverse learner groups, thereby increasing employability and supporting productive employment opportunities within the region. Furthermore, by expanding institutional capacity and inclusive access to training, AASTMT reinforces its internal commitment to tracking gender pay equity—ensuring that as the institution grows and new educational and professional pathways are developed, compensation structures remain transparent, non-discriminatory, and aligned with equal-pay principles for both men and women.
Link to the official news page:
https://www.aast.edu/en/news/news-details.php?language=1&unit_id=1&news_id=486102122&event_type_id=1
2022-2023
The Employment Practice Appeal Process at the Arab Academy for Science, Technology, and Maritime Transport (AASTMT) is a vital component of the institution's commitment to fair and transparent employment practices. It aligns closely with Sustainable Development Goal 8 (SDG 8), which seeks to promote decent work and sustainable economic growth. AASTMT ensures transparent recruitment and equal opportunities, enabling individuals to access employment opportunities regardless of their background. The institution's commitment to labor rights, dispute resolution, and capacity building for its employees contributes to a healthy working environment and skill development, which are essential elements of SDG 8. Moreover, AASTMT regularly monitors its employment practices and reports on progress to uphold accountability and transparency in its pursuit of sustainable employment practices.
Grievance and Appeals Policy
Purpose:
The grievance and appeals policy shall ensure that all complaints are dealt with in a constructive and timely manner and provide a clear unified mechanism for the resolution of complaints, grievances, or problems raised by staff about human resource management and work-related matters such as but not limited to staff members’ rights and pay appeals without hesitation, ensuring proactive secured practices. Situations may occur where a staff member believes that the fair and consistent application of a policy affecting him/her has not been followed appropriately.
Scope
This policy and its related procedures apply to all Academic and Non-academic staff in all aspects of their employment. This policy and its related procedures apply to all work-related matters, staff members’ rights and pay appeals and does not apply to other ethical misconduct, this is covered in the code of conduct, anti-harassment, and anti-discrimination policies.
Policy Statement
This policy and its related procedures emphasize a collegial approach to grievance resolution through informal facilitation and mediation and are designed to lead to a prompt resolution of difficult problems to ensure a healthy working environment is fostered and promoted among Arab Academy for Science, Technology, and Maritime Transport community and to help the staff of the Arab Academy for Science, Technology and Maritime Transport perform their work duties and responsibilities at maximum level of effectiveness with worry-free and threat-free work atmosphere.
Principles and Guidelines
• The University recognizes that, from time to time, staff may have problems or concerns regarding their work or relationships with colleagues that they wish to raise and have addressed. The University seeks to resolve such issues informally in the first instance. A formal grievance should only be invoked if no informal resolution has been found.
• Where the Staff member or the Nominated Representative, and the Director of Human Resources agree, the time limits set out in these provisions may be extended, and/or the grievance process may begin at the second level of these procedures.
• If two or more Staff members believe they have an identical or common problem, they may take action together and the matter will be dealt with as a single grievance.
• A matter raised within these procedures may be withdrawn by the staff member or the Nominated Representative, at any stage during these procedures by notice in writing, to the Director of Human Resources.
• Offers of compromise as well as agreements reached during these grievance procedures will not constitute precedents regarding similar grievances and are without prejudice to positions taken in similar circumstances or more general issues.
Definitions
Grievance: A grievance is defined as a claim that a violation of a published policy has occurred in the manner in which a staff member was treated including, but not limited to, actions, behaviors, pay, or employee rights that are considered unfair, disadvantageous, wrong or inadequate.
Appeal: An application to reconsider a decision that has been made regarding the grievance.
GRIEVANCE AND APPEALS PROCEDURES
Grievance Procedures
- First Level Resolution: FACILITATION
When a staff member wishes to raise a grievance with the University within these procedures, he/she is required to initially attempt to resolve the grievance through one-to-one discussion(s) with the other party or parties involved in the grievance process.
The Staff member must also verbally advise his/her immediate supervisor of the situation before taking any further steps.
Where the Staff member claims to have been aggrieved by his/her immediate supervisor, the Staff member may instead inform the supervisor’s Line Manager, if the Staff member feels unable to approach the immediate supervisor on the grievance issue.
A Human Resources representative is available to facilitate one-on-one discussions, on request and subject to the Human Resources Director’s approval.
The person or persons with whom the grievance is raised will make a full verbal response to the Staff member not later than 10 working days (14 calendar days), where practicable, from the date the matter is raised.
The Director of Human Resources or Human Resources Representative who is delegated by the Director of Human Resources must ensure the matter proceeds by the time frames stated in these procedures and the dates of meetings are documented. The Staff member may be assisted by a Nominated Human Resources
Representative in preparing for and participating in these procedures.
- Second Level Resolution: MEDIATION
If the Staff member is dissatisfied with the reply (or if there was not a timely reply at the First Level of Resolution), the Staff member, or, where requested, their nominated Representative, must advise the Director of Human Resources, of the unresolved grievance. - At the request of the parties involved in the grievance process, or at the discretion of the Director of Human Resources, the Director of Human Resources will arrange a mediation of the grievance with the aggrieved person or persons by independent and neutral mediators, within five working days where practicable.
The Director of Human Resources will ensure that all parties involved are fully informed of the grievance, including the provision of any related written material(s). - Third Level Resolution: HEARING COMMITTEE
Where the grievance remains unresolved after five working days or as soon as practicable, following the mediation, the Director of Human Resources will refer the matter to a Hearing Committee which is formulated on a random basis that ensures objectivity and bias avoidance.
The hearing committee will be formulated by representatives from the faculty/ department that the aggrieved person works at, depending on the scope of work.
All recommendations made by the Hearing Committee will be binding on the parties involved in the grievance process and will constitute a settlement of the matter.
Appeals
Staff have the right to formally appeal against the outcome of the grievance if they are dissatisfied with it. A staff member may appeal against the outcome within ten working days of being notified of the decision. The appeal should be made in writing to the next level of manager or HR.
The appeal will then be heard within a reasonable timeframe, normally within ten working days from the date of receipt of the appeal.
Confidentiality
The University aims to keep information confidential to the maximum extent possible. All members of the Grievance Committee and those assigned for record-keeping, as well as any staff member questioned about an issue at hand, are always bound by the duty of confidentiality.
Documentation
There are no specific documents or forms to be used under this policy. As previously mentioned above, there are several places where written communication is required. That communication will typically take the form of a memorandum/ minute.
Time Limits
If at any stage of the grievance, it is not possible to respond within the specified time limit, the staff member must be explained the delay and informed of when a response can be expected.
Roles and Responsibilities
- Staff Members
• All staff have a clear role to play in helping to create a climate at work where communication channels are kept open so that concerns are discussed and resolved at an early stage.
• Staff members should be aware of their conduct and act by the University’s values avoid colluding with inappropriate behavior and co-operate fully in any complaint procedure and/or investigation.
ii. Line Managers and Supervisors
Managers and supervisors have a particular responsibility:
• To act as role models and respond positively to complaints to avoid them escalating into grievances and to challenge and stop unacceptable behavior in the workplace.
• Managers and supervisors have a responsibility to manage underperformance or concerns regarding a staff member’s conduct. During these discussions, managers/supervisors should give constructive feedback to help the staff understand what he or she has done that is unsatisfactory, why it is unsatisfactory, and how to improve in the future. This should be done in a constructive, encouraging style, following the University’s Performance Management Policy. - Role of the Human Resources Department
The role of the Human Resources Department is to
• Advise on the operation and application of this policy and procedure.
• Take a proactive role in ensuring consistency of application across the university.
• There is no requirement to advise Human Resources of informal grievances, although the Human Resources Representative can be approached for advice if necessary.
• Human Resources must, however, be notified of all formal grievances raised.
• The relevant Human Resources Representative will monitor the matter through all stages.
• Human Resources can also provide additional guidance during the procedure to managers, staff members, companions, and any witnesses.
Review program
Policy title | Grievance and Appeals Policy and Procedures |
Date created | November 2020 |
Dates reviewed | November 2022 and November 2023 |
Approving body | Human Resources Affairs Department |
Version | 2 |
Next review date | November 2025 |
Policy owner | Human Resources Affairs Department |
Lead contact | Head of Human Resources Affairs Department |
Approval Signature | Dr. Yasser Gaber Dean of Scientific Research and Innovation |
In essence, AASTMT's Employment Practice Appeal Process fosters fairness, inclusivity, and the promotion of labor rights, all of which are integral to achieving SDG 8's objectives. It underscores the institution's dedication to contributing to global efforts to create decent work opportunities, reduce inequalities, and foster sustainable economic growth.
The Grievance and Appeals Policy and Procedures established by the Arab Academy for Science, Technology, and Maritime Transport is closely related to Sustainable Development Goal 8 (SDG 8) by fostering a fair and inclusive work environment. This policy ensures that all complaints and grievances raised by staff members concerning human resource management and work-related matters, including staff rights and pay appeals, are addressed constructively and promptly.
AASTMT’s Grievance and Appeals Policy
Also, the Human Resources Department at AASTMT has conducted a number of workshops in several AASTMT campuses to explain the grievance and appeals policy to all AASTMT full time and part time staff.
Workshop in Alamein Campus to explain the Grievance and Appeals Policy
On May 2, 2023, the HR department at AASTMT’s Alamein Campus organized a workshop specifically for staff, aimed at explaining the Grievance and Appeals Policy. This workshop served as a crucial step in fostering a transparent and fair work environment, ensuring that employees fully understand their rights and the available avenues for addressing workplace concerns. By providing this essential guidance, the HR department empowers staff at the Alamein Campus to engage in a fair and structured grievance process, promoting a workplace culture that aligns with Sustainable Development Goal 8 (SDG 8) – Decent Work and Economic Growth.
This workshop was organized in collaboration with the Arab League, reinforcing the regional commitment to promoting fair labor practices and equitable employment standards across member states. By partnering with the Arab League, AASTMT demonstrated its dedication to enhancing knowledge-sharing and best practices in human resource management, emphasizing the importance of effective grievance handling as a tool for fostering workplace inclusivity and equity. This collaboration also highlights a unified approach to addressing common workplace challenges faced by organizations within the region, supporting efforts to align with international labor standards.
The session offered a thorough overview of the Grievance and Appeals Policy, detailing the procedures for submitting and resolving grievances and clarifying the support role of HR in the process. Employees gained valuable tools for voicing their concerns and finding resolution, supporting SDG 8’s goal of reducing inequalities by ensuring that each staff member has access to an unbiased mechanism for addressing workplace issues.
In addition, the workshop highlighted the importance of a harmonious and productive work environment, echoing SDG 8’s objective of sustainable economic growth. By effectively addressing grievances, the Alamein Campus strengthens job satisfaction and security, which ultimately boosts employee productivity and well-being — essential components of long-term economic development in the region.
Overall, these HR workshops on the Grievance and Appeals Policy at AASTMT’s Alamein Campus reflect the institution’s commitment to SDG 8. They empower employees to advocate for their rights and contribute to a culture of fairness, inclusivity, and sustainable growth, reinforcing AASTMT’s dedication to decent work and equal opportunities for all.
Workshops for AASTMT staff to explain the Grievance and Appeals Policy
The HR department at the Arab Academy for Science, Technology, and Maritime Transport (AASTMT) conducted informative workshops aimed at educating AASTMT staff about the Grievance and Appeals Policy. These workshops played a pivotal role in fostering a deeper understanding of the policy's mechanisms, ensuring that employees are aware of their rights and the avenues available for addressing workplace concerns. By providing this crucial knowledge, the HR department empowers staff to engage in a fair and transparent process, thereby promoting a harmonious work environment in alignment with SDG 8 – Decent Work and Economic Growth. These efforts contribute to SDG 8's objective of promoting inclusive and sustainable economic growth, as they support the development of a skilled, motivated, and well-informed workforce, ultimately leading to improved job satisfaction, reduced inequalities, and a more productive workforce at AASTMT.
2021-2022
The Employment Practice Appeal Process at the Arab Academy for Science, Technology, and Maritime Transport (AASTMT) is a vital component of the institution's commitment to fair and transparent employment practices. It aligns closely with Sustainable Development Goal 8 (SDG 8), which seeks to promote decent work and sustainable economic growth. AASTMT ensures transparent recruitment and equal opportunities, enabling individuals to access employment opportunities regardless of their background. The institution's commitment to labor rights, dispute resolution, and capacity building for its employees contributes to a healthy working environment and skill development, which are essential elements of SDG 8. Moreover, AASTMT regularly monitors its employment practices and reports on progress to uphold accountability and transparency in its pursuit of sustainable employment practices.
In essence, AASTMT's Employment Practice Appeal Process fosters fairness, inclusivity, and the promotion of labor rights, all of which are integral to achieving SDG 8's objectives. It underscores the institution's dedication to contributing to global efforts to create decent work opportunities, reduce inequalities, and foster sustainable economic growth.
The Grievance and Appeals Policy and Procedures established by the Arab Academy for Science, Technology, and Maritime Transport is closely related to Sustainable Development Goal 8 (SDG 8) by fostering a fair and inclusive work environment. This policy ensures that all complaints and grievances raised by staff members concerning human resource management and work-related matters, including staff rights and pay appeals, are addressed constructively and promptly.
Please read AASTMT’s Grievance and Appeals Policy
Also, the Human Resources Department at the AASTMT has conducted several workshops in several AASTMT campuses in the Academic year 2021-2022 to explain the grievance and appeals policy to all AASTMT full-time and part-time staff.
Workshops for AASTMT staff to explain the Grievance and Appeals Policy
The HR department at the Arab Academy for Science, Technology, and Maritime Transport (AASTMT) conducted informative workshops aimed at educating AASTMT staff about the Grievance and Appeals Policy. These workshops played a pivotal role in fostering a deeper understanding of the policy's mechanisms, ensuring that employees are aware of their rights and the avenues available for addressing workplace concerns. By providing this crucial knowledge, the HR department empowers staff to engage in a fair and transparent process, thereby promoting a harmonious work environment in alignment with SDG 8 – Decent Work and Economic Growth. These efforts contribute to SDG 8's objective of promoting inclusive and sustainable economic growth, as they support the development of a skilled, motivated, and well-informed workforce, ultimately leading to improved job satisfaction, reduced inequalities, and a more productive workforce at AASTMT.
Workshop in Alamein Campus to explain the Grievance and Appeals Policy
On the 9th of February 2022, the HR department at AASTMT's Alamein Campus conducted a workshop tailored specifically for the staff, focusing on elucidating the Grievance and Appeals Policy. These workshops served as a cornerstone for promoting a fair and transparent work environment, ensuring that employees are well-versed in their rights and avenues for addressing workplace concerns. By imparting this essential knowledge, the HR department empowers staff at the Alamein Campus to actively engage in a robust and equitable process, thereby fostering a workplace culture that aligns with the principles of Sustainable Development Goal 8 (SDG 8) – Decent Work and Economic Growth.
The workshops provided a comprehensive understanding of the Grievance and Appeals Policy, outlining the procedures for submitting and resolving grievances, and clarifying the role of HR personnel in the process. Employees were equipped with the tools to voice their concerns and seek resolution, contributing to SDG 8's goal of reducing inequalities by ensuring that every staff member has access to a fair and impartial mechanism for addressing workplace issues.
Moreover, these workshops emphasized the importance of creating a harmonious and productive work environment, in line with SDG 8's objective of promoting sustainable economic growth. By addressing grievances effectively, the Alamein Campus fosters a sense of job security and job satisfaction among its employees, ultimately enhancing their productivity and well-being, which is vital for achieving long-term economic growth in the region.
In summary, the HR department's workshops at AASTMT's Alamein Campus on the Grievance and Appeals Policy underscore the institution's commitment to SDG 8. They empower employees with the knowledge and tools to advocate for their rights and contribute to a workplace culture that values fairness, inclusivity, and sustainable economic growth. These efforts reinforce AASTMT's dedication to the principles of decent work and equitable opportunities for all.