The university is a place where the exercise of the rights and freedoms is a priority. The university is the protector of the ethical values which have to be applied by everyone within each university activity. Teaching, research, campus life and community life cannot be exempted from the respect of the human person. To this end, the respect of the physical and moral integrity and the respect for human dignity are essential. The members of the university community have to receive a fair treatment. This is necessary to create an environment conductive to ensure an effective operation to the university. This also enables to pursue scientific and educational objectives. The purpose of this charter is to guarantee the ethics and deontology within the university.

• The student agrees to sign it upon her/his registration and to respect it throughout the year.
• The student has the right to equal treatment, without distinction of any kind, such as race, color, sex, nationality, language, handicap, sexual preference, age, and religion, political or other opinion.
• The student has the right to quality education. The quality training of the present and future generation has to be secured by the university. This is its primary responsibility.
• The student has the right to express her/his opinion freely. She/he has the right to investigate and discuss about all the subjects connected to the disciplines taught, subject to the ethical rules.
• The student has the right to access in a transparent manner to any relevant informationconcerning the curriculum and the examination process for each discipline.
• The student has the right to consult her/his examination paperand to contest the result before the appointed instance.
• The student agrees not to infringe other students and staff members’ rights.
• The student agrees to comply with an adult, responsible and respectful behaviortowards the staff members and towards the other students.
• The student agrees to be motivated by the pursuit of truth into the search of knowledge. This search is the condition for academic freedom, through the freedom of scientific instruction and research. Any other form of motivation, which does not respect the integrity and impartiality values, shall be outlawed.
• The student agreesnot to crib. Plagiarism undermines the diploma’s credibility as well as the scientific quality. This cannot be tolerated within the university. Paraphrase is not forbidden but not recommended. The student agrees to quote a source and to use quotation marks when she/he keeps several terms. Plagiarism is a serious fraud of which the disciplinary measure can go so far as the exclusion of the establishment.
• The student agrees not to offer gifts or other kind of benefits to teaching or administrative staffsfor the purpose of an overvaluation or to obtain a diploma.

 

Law on Employment Policy and Prevention of Modern Slavery

Article 1 – Purpose of the Law

This law is enacted to establish a comprehensive framework for employment policies that prevent and eradicate modern slavery in all its forms. It aims to ensure that individuals are not subjected to forced labor, human trafficking, or any exploitative practices in the course of their employment.

Article 2 – Definition of Modern Slavery

Modern slavery includes but is not limited to forced labor, human trafficking, debt bondage, involuntary servitude, and any form of exploitation that deprives individuals of their freedom and basic human rights.

Article 3 – Employer Obligations

Employers are obligated to adopt and enforce policies that explicitly prohibit modern slavery within their operations. This includes a commitment to conducting due diligence in supply chains to prevent the use of forced labor or other exploitative practices.

Article 4 – Transparency and Reporting

Employers shall maintain transparency regarding their efforts to combat modern slavery. This includes regular reporting on the measures taken to ensure that their workforce and supply chains are free from any form of exploitation.

Article 5 – Recruitment and Hiring Practices

Employers must implement fair and transparent recruitment and hiring practices, ensuring that all workers are employed under voluntary and free conditions. Recruitment fees and practices contributing to debt bondage are strictly prohibited.

Article 6 – Protections for Vulnerable Workers

Special protections shall be afforded to vulnerable workers, including migrant workers and those in precarious employment situations, to prevent their exploitation and ensure their rights are safeguarded.

Article 7 – Supply Chain Due Diligence

Employers with complex supply chains must conduct due diligence to identify and mitigate the risk of modern slavery within their supply chains. This includes working collaboratively with suppliers to uphold ethical employment practices.

Article 8 – Training and Awareness Programs

 Employers shall implement training programs to educate employees, management, and relevant stakeholders on the risks of modern slavery, detection mechanisms, and the importance of maintaining ethical employment practices.

Article 9 – Whistle-blower Protections

Protections shall be established for whistle-blowers who report instances of modern slavery. Employers must implement confidential reporting mechanisms and ensure that individuals reporting such incidents are safeguarded against retaliation.

Article 10 – Penalties for Violations

Employers found in violation of the provisions of this law may be subject to fines, penalties, and legal actions. Repeat offenses may result in more severe consequences, including the revocation of business licenses.

Article 11 – International Cooperation

The government shall collaborate with international organizations, NGOs, and other stakeholders to combat modern slavery, sharing best practices and coordinating efforts to address this global challenge.

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 efforts to combat modern slavery.

Law on Employment Policy and Pay Scale Equity

Article 1 – Purpose of the Law

This law is enacted to establish a framework that ensures pay scale equity in the workplace, promoting fair compensation practices and eliminating gender and other forms of wage discrimination. It aims to guarantee equal pay for work of equal value, irrespective of gender, race, ethnicity, or any other protected characteristic.

Article 2 – Equal Pay for Equal Work or Work of Equal Value

Employers shall ensure that employees receive equal pay for equal work or work of equal value. Pay differentials based on gender, race, ethnicity, or other protected characteristics are strictly prohibited.

Article 3 – Transparency in Pay Scales

Employers must maintain transparency in their pay scales, clearly indicating the criteria used to determine employee compensation. This information should be accessible to all employees, and any discrepancies in pay should be justifiable based on objective factors such as skills, qualifications, and experience.

Article 4 – Pay Audits

Employers are encouraged to conduct regular pay audits to identify and rectify any unjustified pay disparities within their organizations. These audits should be conducted impartially, and corrective measures should be implemented promptly.

Article 5 – Non-Discrimination in Hiring and Promotion

Employers must ensure that pay scales are applied without discrimination during the hiring process and promotions. Employees entering the same position or performing work of equal value shall receive comparable compensation.

Article 6 – Factors Justifying Pay Differences

If pay differences exist, employers must be able to demonstrate that they are based on legitimate and objective factors such as skills, qualifications, experience, performance, or responsibilities inherent to the job.

Article 7 – Remedies for Pay Discrimination

Employees who believe they are victims of pay discrimination shall have access to effective remedies, including but not limited to back pay, adjustments in pay, and other appropriate compensatory measures.

Article 8 – Reporting Requirements

Employers shall be required to report periodically on pay scales and wage differentials, providing information on the steps taken to ensure pay scale equity and the results of any pay audits conducted.

Article 9 – Training and Awareness Programs

Employers shall implement training programs to educate employees, managers, and relevant stakeholders about pay scale equity, discrimination, and the importance of maintaining fair compensation practices.

Article 10 – Anti-Retaliation Protections

Employers shall protect employees from retaliation for raising concerns or filing complaints related to pay scale equity. Retaliatory actions against employees advocating for pay equity are strictly prohibited.

Article 11 – Collaboration with Unions and Employee Representatives

Employers shall collaborate with labor unions and employee representatives to address pay scale equity concerns and ensure that compensation practices align with the principles outlined in this law.

Article 12 – Penalties for Violations

Employers found in violation of pay scale equity provisions may be subject to fines, penalties, and other appropriate sanctions. Repeat offenses may result in more severe consequences, including legal actions.

Article 13 – 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 commitment to pay scale equity.