Protecting Whistleblowers from Retaliation and Deprivation Policy:

 1. Protection of Good Faith Reporting

• Al-Ayen Iraqi University commits to ensuring the protection of every individual (student or affiliate) who, in good faith, reports any discrimination, corruption, or violation of laws (including breach of professional duties under the Disciplinary Law and University Service Law), and guarantees they will not be subjected to any retaliatory action.

 2. Retaliation as a Disciplinary Violation

•  Any retaliatory action (such as deprivation of educational opportunities, lowering of academic or professional evaluations, or imposing unwarranted administrative penalties) against a whistleblower is considered a serious official violation falling under the scope of professional duty breaches.
• The individual proven to be involved in retaliation shall be subject to the investigative procedures of State Employees Disciplinary Law No. 14 of 1991 and shall face disciplinary penalties commensurate with the severity of the act of retaliation.

 3. Preventive Measures

• The university is committed to ensuring the absolute confidentiality of the whistleblower's identity, within the limits permitted by law and investigative procedures.
• An immediate and independent investigation shall be launched into any complaint confirming that the whistleblower has been subjected to retaliation. Priority shall be given to resolving it, and recommendations shall be submitted to the authority with the power to impose punishment (University President or University Council).

1: Law Applicability and Scope of Violations

• The provisions of the State and Public Sector Employees Disciplinary Law (Law No. 14 of 1991, as amended) apply to the administrative staff and faculty of the University.
• Any breach of the duties stipulated in Article (6) of the University Service Law (Law No. 23 of 2008, as amended), and any deviation from the duties and prohibited actions listed in the Disciplinary Law, shall constitute an official violation.

 2: Disciplinary Penalties (For Employees and Faculty)

The penalties that may be imposed on university service personnel and administrative employees, according to Article (8) of the State Employees Disciplinary Law, are:

•  Attention (delay of promotion/increment for 3 months).
•  Warning (delay of promotion/increment for 6 months).
•  Salary Deduction (delay of promotion/increment for a period varying based on the penalty duration).
•  Reprimand (delay of promotion/increment for one year).
•  Salary Reduction (By a percentage not exceeding 10% for a period not less than 6 months and not exceeding one year).
•  Grade Demotion (to the grade immediately following, along with deprivation of allowance/increment).
•  Dismissal (termination of service with pension rights).
•  Isolation (termination of service with deprivation of pension rights).

 3: Authority to Impose Penalties

•  The authority to impose penalties listed in Article (8) of the Disciplinary Law (excluding Dismissal and Isolation) rests with the University President or their authorized delegate.
•  The University Council (Majlis Al-Jami'a) is exclusively authorized to impose the penalties of Dismissal and Isolation on both faculty and administrative staff, based on the provisions of the Disciplinary Law and Article (14) of the University Service Law, which mandates that termination, dismissal, or isolation must be by a reasoned decision of the Council after an investigation

1: Objective and Scope

• This policy aims to provide a fair and impartial mechanism for handling all complaints and grievances submitted by university affiliates (faculty and administrative staff) and students, ensuring the public interest is not harmed and legal procedures are observed.

2: Procedure for Submitting a Complaint (For Affiliates)

• Complaints shall be submitted in writing to the Head of Department, Dean of the College, or a higher authority, and shall serve as a basis for taking action under Article (10) of the State Employees Disciplinary Law if the complaint relates to a professional violation.
• The complaint must contain a precise description of the alleged violation and shall be treated seriously and strictly according to the principle of "good faith reporting."

3: Investigation Mechanism (For Affiliates)

• If there is suspicion that an employee (faculty or administrative) has committed an act warranting punishment, an investigative committee formed in accordance with State Employees Disciplinary Law No. 14 of 1991 shall undertake the task of hearing and recording the statements of the employee and witnesses and collecting evidence.
• The employee shall be notified of the accusation and granted the right to defense for a period of not less than seven days from the date of notification of the decision to refer the case for investigation, as per Article (10) of the said Law.

4: Complaints Related to University Duties (Specific Addition)

• Complaints concerning the breach of duties stipulated in Article (6) of the University Service Law (such as the faculty member's duty to observe scientific accuracy and honesty, adherence to programs and curricula, and conducting scientific research) shall be processed according to the investigative procedures of the State Employees Disciplinary Law, under the direct supervision of the College Dean.

5: Handling Student Grievances

• Student grievances related to grades or academic procedures shall be processed according to the effective instructions of the Ministry of Higher Education and Scientific Research, decided upon by the College Council, with the student retaining the right to appeal to the University Council.