Vision

The Islamic University of Lebanon believes that combining understanding of the impact of past conflict on proper state building and reform, in addition to proper equipment of youth with communication arts to better express and exchange ideas would be an essential milestone towards reaching national consensus and be able to move forward despite the heterogeneous nature of the Lebanese population.

Mission.

The Islamic University of Lebanon, aims through this project, to build and anchor a collective national consciousness in Lebanese youth.

The project would be supporting Lebanese students from different backgrounds and confessions to become aware of Human Rights and freedom of expression fundamentals and skilled in the techniques of oratory arts, debate and advocacy; capacitated in mediation and conflict resolution techniques and aware of post conflict resolution and processes such as transitional justice, remembrance and reconciliation in addition to being provided with a safe space for reconciliation and expression, in addition to knowledge production and dissemination.

Such faction of the youth is expressing an interest and certain frustration from not always being able to understand the Lebanese challenges and unable to properly channel their ideas.

Indirectly, this project also targets the general Lebanese public who is still in need to be aware of the full scope of topics such as Freedom of Expression, Human Rights and Conflict Resolution.

Overall objective – Impact

Anchoring of a collective national consciousness in Lebanese youth, resolving past conflict and creating a human right centred peaceful coexistence.

Indirectly, this project also targets the general Lebanese public who is still in need to be aware of the full scope of topics such as Freedom of Expression, Human Rights and Conflict Resolution.

Specific objective(s) – Outcome(s)

Lebanese Students from different backgrounds aware of Human Rights and freedom of expression fundamentals and skilled in the techniques of oratory arts, debate and advocacy.

Lebanese students capacitated in mediation and conflict resolution techniques and aware of post conflict resolution and processes (Transitional justice, remembrance etc.)

Creation of a safe space for reconciliation and expression, in addition to knowledge production and dissemination, gathering at least 30 young men and women from different confessions and backgrounds in Lebanon.

Outputs

Development of 4 debates teams engaged in debates, trainings and bi-monthly simulations

International Freedom of Expression day Forum at the university

A 2 days training on Mediation techniques and conflict resolutions

Recommendations from Colloquium on Transitional justice and duty of memory on April 13th

Establishment of a Center for Human Rights and Freedom of expression at the university

Student made cyclical Human Rights newsletter

Activities

1. Training boot camp
2. Round-tables
3. Debate
4. Colloquium

 

Law on Employment Practice Appeal Process

Article 1 – Purpose of the Law

This law is enacted to establish a fair and transparent appeal process for employees dissatisfied with employment-related decisions. It aims to provide an accessible and impartial mechanism for resolving disputes and grievances arising from employment practices.

Article 2 – Right to Appeal

All employees have the right to appeal employment-related decisions that adversely affect their employment status, including but not limited to hiring, promotion, discipline, termination, and compensation.

Article 3 – Grounds for Appeal

Employees may appeal decisions on grounds such as procedural irregularities, errors in judgment, discriminatory practices, violations of employment contracts or policies, or any other factors affecting their employment rights.

Article 4 – Appeal Procedures

1. Notification: Employers shall notify employees of their right to appeal and provide information on the appeal procedures.
2. Time frame: Employees must submit appeals within a reasonable timeframe after being informed of the decision they wish to challenge.
3. Designated Authority: Employers shall designate an impartial and competent authority responsible for handling appeals. This authority may be internal or external, depending on the nature of the appeal.
4. Hearing: The appeal process should include an opportunity for the employee to present their case, and the designated authority should conduct a fair and impartial hearing.
5. Representation: Employees have the right to be represented or assisted by a representative of their choice during the appeal process.
6. Decision: The designated authority shall issue a written decision outlining the findings and the basis for the decision within a reasonable timeframe.

Article 5 – Confidentiality and Non-Retaliation

1. Confidentiality: Information disclosed during the appeal process shall be treated confidentially to the extent allowed by law.
2. Non-Retaliation: Employers shall not subject employees to retaliation for exercising their right to appeal or participating in the appeal process.

Article 6 – Implementation of Decisions

Employers shall promptly implement decisions resulting from the appeal process, and any necessary corrective actions shall be taken within a reasonable timeframe.

Article 7 – Review by External Agencies

Employees dissatisfied with the outcome of the internal appeal process may have the right to seek review by external agencies, such as labor boards, ombudsman offices, or other relevant entities.

Article 8 – Cost-Free Access to Appeal Process

Access to the appeal process shall be provided to employees without imposing prohibitive costs, ensuring that financial barriers do not hinder the exercise of their rights.

Article 9 – Record-Keeping

Employers shall maintain records of appeal proceedings, decisions, and any corrective actions taken. These records shall be kept confidential and in accordance with applicable privacy laws.

Article 10 – Employee Awareness

Employers shall undertake measures to inform employees of the appeal process, including providing written information and conducting training sessions when necessary.

Article 11 – Penalties for Non-Compliance

Employers found in violation of the provisions of this law may be subject to penalties, fines, and other appropriate sanctions as determined by relevant authorities.

Article 12 – Review and Amendment

This law shall be subject to periodic review to assess its effectiveness. Amendments may be made as necessary to address emerging issues and strengthen the appeal process.