Issued on the Basis of Article (35) of the Law of Jordanian Universities No. 20 of 2009 and its Amendments
Article 1
These Bylaws shall be named “American University of Madaba Employee Bylaws of 2012”. They shall go into effect after they have been duly approved.
Article 2
The following words and phrases shall have, wherever they appear in these bylaws, their specified meanings unless otherwise indicated in context:
| Phrase | Meaning |
| University | American University of Madaba |
| Council | University Council |
| President | University President |
| Faculty | Any faculty or deanship at the University |
| Dean | Faculty Dean or Dean of Student Activities at the University |
| President’s Assistant | President’s Assistant for Administrative and Executive Affairs |
| Unit | Main administrative unit in the administrative, technical or service organization at the University which includes two or more departments |
| Center | Any center established at the University |
| Department | A subdivision of a Unit comprising two or more Divisions |
| Division | A subdivision of a Department comprising two or more Sections |
| Section | A subdivision of a Division |
| Director | The director of a Unit, Center, or Department at the University |
| Committee | The Employee Affairs Committee at the University established in accordance with the provisions of these bylaws |
| Employee | Any person appointed by a decision from the concerned authority in a classified job or on a contract, but does not include those appointed against a daily stipend or remuneration |
| Worker | Any person appointed by a decision from the concerned authority against a daily stipend |
| Job Table | A table of jobs allotted to the faculties, deanships, units, and departments of the University issued by the Council at the beginning of each fiscal year |
| Category | A group of jobs with grades, salaries, specifications, and responsibilities stipulated in these bylaws |
| Medical Authority | Specialized Medical Committee Accredited by the University |
Article 3
These bylaws shall apply to all employees at the University or in any of its institutes or centers.
Article 4
University employees are classified into the following categories:
a) Classified employees, who are appointed in classified permanent jobs whose titles, categories, grades, and salaries are stated in the Job Table, provided their service at the University is not less than two years.
b) Contract employees, who are appointed on a contract made between them and the University for a fixed period of time. All terms of the contract shall apply to them in all matters related to their salaries, increments, leaves, transfer, and service termination. The provisions of these bylaws apply to them in as much as they are not in contradiction with the provisions and stipulations stated in their employment contracts.
Article 5
a) The University may hire persons, defined in these bylaws as ‘workers’, against daily wages in view of the financial resources allocated in the University budget for this purpose.
b) The President may hire persons temporarily on the account of the established projects, such as research projects, or on the account of deposits. Their financial allowances shall be paid out of the allocations of those projects or from the deposits account and their services are terminated at the conclusion of the projects or the depletion (running out) of allocations.
c) The provisions of the effective Jordan Labor Law shall apply to those hired in accordance with items (a) and (b) of this article.
Article 6
The administrative staff classified jobs at the University are categorized as follows:
1st Category: This category includes the leading administrative and highly specialized positions. No persons shall be appointed in or promoted to this category unless they hold at least the first university degree, in addition to the other qualifications and experiences stipulated in these bylaws, provided the required practical experience is not fewer than five years. The responsibilities of this category’s jobs include:
1. Proposing the general policy for the Unit, Center, or Department in which they work.
2. Preparing action plans for the programs, projects, and services performed by the Unit, Center, or Department, and following them up and supervising their execution.
2nd Category: This category includes the positions which are responsible for specialized works in the applied and natural sciences and humanities, such as the medical, engineering, economic, agricultural, administrative, legal, educational, accounting, and financial professions, and any other such professions, and for supervising these works. No persons shall be appointed in this category unless they hold at least the first university degree.
3rd Category: This category includes the positions which are responsible for basic works in administrative, clerical, accounting, and training fields, warehouse, supplies, and library affairs, artistic, handicraft, and vocational works, or any other such works, and for supervising these works. No persons shall be appointed in this category unless they hold at least a community college diploma or its equivalent.
4th Category: This category includes the positions which are responsible for allied professional handicraft works, and supervising their execution, or for performing certain tasks.
Article 7
The titles, categories, groups, qualifications, appointment conditions, grades, and salaries of university jobs shall be defined in the job classification table issued by the President upon a recommendation from the Committee.
Appointment
Article 8
1. The President shall establish a committee called ‘Employee Affairs Committee’, consisting of five members, with the President’s Assistant as chair, and including in its membership the Human Resource Director, two University employees, and the concerned Dean or Director.
2. The duration of this committee shall be three years, subject to renewal by the consent of the President.
3. The President may replace any of the members stipulated in item (1) of this article by appointing a substitute for the remaining duration of their membership.
4. The Committee shall recommend to the President the appointment, classification, tenure, promotion, and modifying the status of employees, and shall look into any other matters pertaining to their jobs.
5. The Committee shall convene at the request of its chair, and the legal quorum for its meetings shall be achieved when the majority of its members, including the chair, are present. It shall take its decisions by the majority of votes; when there is a tie, the side on which the chair has voted predominates.
6. The Human Resource Director at the University shall be the secretary of this committee. S/he shall prepare the meeting agenda, write its minutes and decisions, follow up their execution, and keep all documents and records related to them.
Article 9
Any person to be appointed in any administratively classified job at the University shall be:
a) Jordanian;
b) at least eighteen years old, based on an official document;
c) holding the qualifications and experiences required for the job;
d) free from contagious diseases, based on a decision from the Medical Authority. The concerned authority may, however, appoint a person who does not meet the physical fitness requirements in toto if they are capable of doing the job as long as this arrangement is not in contradiction with the public safety requirements;
e) of good conduct and reputation; and
f) not convicted of felony or misdemeanor encroaching upon honor, dignity, and public rules of conduct.
Article 10
Non-Jordanians may be appointed on a contract, if no Jordanians having the required qualifications to occupy the job are available, or in case there are agreements or memoranda of understanding signed between the University and other foreign universities or scientific institutions, provided that they meet the stipulations stated in items (b), c), (d), (e), and (f) of Article (9) of these bylaws, and that the effective laws of Jordan are observed.
Article 11
The employee’s age shall be stated in their initial appointment decision. If their date of birth is unknown, it will be considered the first day of January of the year of birth, and the official document of birth submitted at the commencement of appointment shall not be subject to change or alteration, whatever the reasons.
Article 12
a) An employee shall be appointed at the University on an annual contract, subject to renewal by the consent of both parties. They shall not be appointed on a classified job before the elapse of at least two years.
b) The President may, upon a recommendation from the Committee, terminate the employee’s contract within a period of three months as of the commencement of their work at the University without having to state the reasons.
c) An employee may be tenured, after having been classified, as follows:
1. after at least one year for the first-category employees.
2. after at least two years for the second-category employees.
3. after at least three years for the third- and fourth-category employees.
d) If an employee, who had left work at the University, has been reappointed at the University, they shall be considered as new employees.
Article 13
When an employee is appointed, their previous experience may be considered in such a way that one annual increment is added to the basic salary for each year of specialized experience gained after obtaining the academic qualification, based on which they have been appointed, in the field of the job in which they are to be appointed. The counted years of experience shall not, however, exceed fifteen years, with a fragment of a year exceeding nine months rounded to one year.
Article 14
If the employee obtains a new university qualification recognized by the University in the field of their work, after having obtained prior written consent of the President, their status may, by a decision from the President, upon a recommendation from the Committee, be altered in view of that qualification’s grade and salary. If, however, the employee’s grade is equal to that grade or higher, or if their salary is equal to or higher than the new grade’s salary, they may, based on instructions issued by the President, be awarded annual increments commensurate with the new qualification.
Article 15
a) The President shall appoint a director for each Unit, Center, or Department at the University for one year, subject to renewal.
b) The President shall, based on a suggestion from the concerned Director and a recommendation from the President’s Assistant, appoint a Deputy Director, Assistant to the Director, head of a Division, and head of a Section for one year, subject to renewal.
Article 16
Tenure of an employee shall be considered in accordance with regulations issued by the President.
Article 17
The President may, upon a recommendation from the Committee, appoint persons of special extraordinary proficiency and experience at aggregate salaries on contracts stating their rights and responsibilities.
Annual Increment
Article 18
The concerned authority shall grant one annual increment according to the salary scale within the same grade in view of the employee’s proficiency and productivity, provided that their overall performance in their annual report is not less than ‘good’ and their duration of service at the University is not less than nine months in the case of the new employees. As for the employees who are on an unpaid study leave, or the ones on scholarships, they shall be entitled to the annual increment if the aggregate of their service after the last increment before or after their leave or scholarship is not less than nine months.
Article 19
Taking into consideration what is stated in Article (49) of these bylaws, the concerned authority shall withhold the annual increment for one year as of the due date if the overall performance of the employee in the annual report is ‘intermediate’ or below.
Article 20
An employee may ascend in the same grade year by year, and from one grade to the lowest category of the immediately higher grade, provided their overall performance in the annual report is ‘good’ or higher.
Promotion and Incentives
Article 21
An employee may be promoted to a higher grade, or transferred from one category to a higher within the same grade, according to the salary scale stipulated in the effective University Employee Salary and Increment Bylaws, if the following conditions are met:
a) Their overall performance in the annual report for the last two years is not less than ‘excellent’.
b) Taking into consideration Article (49) of these bylaws, no punishment of those stated in these bylaws has been inflicted on them in the years preceding the due date for promotion.
c) The President may grant the distinguished employee an incentive in salary equal to one annual increment, provided this increment does not lead to promotion. However, an employee may not be granted more than one increment in grade, and is granted when the annual increment is due according to special instructions issued by the President.
Transfer
Article 22
a) A director classified in the first category is transferred by a decision issued by the President.
b) An employee of the second or third category is transferred by a decision from the President’s Assistant upon a recommendation from the concerned Director.
c) An employee of the fourth category is transferred by a decision from the concerned Department Director within the same department. If they are transferred to another department, consent of the department into which they are transferred and the President’s Assistant is required, taking into consideration the mutual coordination among the concerned directors.
d) The transfer of an employee shall not, in all cases stated in this article, have an impact on their category, grade, and the salary they deserve.
Deputation
Article 23
If a position becomes vacant, or if its occupier absents themselves for a justified reason, another employee may, by a decision from the President, be deputized to perform the tasks and responsibilities of that position for a fixed period not exceeding three months.
Leaves
Article 24
An employee is entitled to the following leaves according to the provisions of these bylaws:
a) Annual leave.
b) Unpaid leave.
c) Hajj (Pilgrimage to Mecca) leave.
d) Sick leave.
e) Maternity leave.
Article 25
a) An employee is entitled to the following annual leave:
1. (21) working days if they are of the first or second category.
2. (14) working days if they are of the other categories.
b) The annual leave is calculated as of the first day of January of each year following the appointment date, provided that a leave proportional to the period between the date of reporting to work after appointment and the beginning of the following year is calculated for the employee. Due leaves may not be carried over for more than one year.
c) The annual leave may be granted all at once, or may be divided if circumstances of work render this necessary. The employee is entitled to their salary along with all allowances for the annual leave.
d) The President may, for the interest of the University, assign an employee to work during their annual leave against a remuneration he determines, provided the amount of remuneration does not go below their salary during the assignment period, and the duration of the assignment does not exceed two thirds of the annual leave.
Article 26
The regular annual leave becomes due for the tenured employee as of the first day of the fiscal year. If their services end before the end of the fiscal year, their due leave is calculated proportionate to the duration of their work in that year.
Article 27
a) The President may, upon a recommendation from the Committee and the concerned Dean or Director, grant the tenured classified employee who has spent at least five consecutive years of actual work at the University an unpaid leave for one year, subject to renewal for one more year.
b) Taking into consideration item (a) of this article, an employee shall not be granted another unpaid leave until a period of five years has elapsed after their return to work at the University upon the end of the previous leave.
c) The unpaid leave granted to an employee shall not count as part of their service at the University for any purpose, including promotion, seniority, end-of-service gratuity, saving, and the annual increment.
d) If an employee does not report to work upon the end of their leave mentioned above, their job shall be considered lost along with all the privileges awarded to them by the University.
Article 28
a) The President may, at his discretion, and upon a recommendation from the concerned Dean or Director, grant an employee an unpaid leave for a period not exceeding two months. This leave shall not count as a period of service acceptable for the purposes of promotion, seniority, end-of-service gratuity, saving, and the annual increment.
b) An employee may be granted an exceptional leave at full pay for three days in the case of the death of one of their first-degree relatives, and one day for second-degree relatives.
Article 29
The work interest shall be taken into consideration when the regular annual leave or the unpaid leave is granted. The employee shall not leave work before obtaining the prior written consent to their leave, and request for leave shall be submitted at least three working days before the beginning of the leave.
Article 30
a) The President’s Assistant may, for compelling reasons, and upon a recommendation from the concerned Dean or Director, award the employee who has exhausted their annual leave, an accidental leave, not exceeding three days, only once a year at full pay.
b) The President may, upon the recommendation of the concerned Dean or Director, and for compelling reasons, grant the employee who has exhausted their annual leave, an accidental unpaid leave not exceeding fourteen days only once a year. This leave shall be considered as an acceptable period of service for the purposes of promotion, seniority, end-of-service gratuity, saving, annual increment, and medical insurance.
Article 31
The President may, upon a recommendation from the concerned Dean or Director, grant an employee a leave not exceeding fourteen days at full pay to perform Hajj (Pilgrimage to Mecca), provided that the employee has been employed by the University for at least five consecutive years. This leave shall be granted only once throughout the employee’s work at the University.
Article 32
a) An employee may be granted disconnected sick leaves not exceeding in aggregate seven days a year upon a recommendation of a physician and the consent of the concerned Dean or Director. If the duration of the disconnected sick leaves has exceeded seven days in a year, the extra period shall be deducted from the employee’s annual leave due for that year. If they have exhausted the annual leave, the extra period shall be deducted from their salary.
b) The connected sick leave shall be granted if it has exceeded seven days, but not more than a month, on the basis of a report from the Medical Authority. This leave shall not be deducted from the annual leave.
c) If the employee does not recover within a month of illness, their sick leave shall be extended for the period the Medical Authority sees necessary, provided it does not exceed in aggregate twelve months. The Medical Authority shall indicate in their reports the period they believe needed for the recovery of the employee, and if they decide to reexamine the employee after the elapse of that period, the employee shall not be allowed to go back to work until the Medical Authority decides their ability to do so upon reexamination.
d) All medical reports or sick leaves have to be authenticated by the Director of the Medical Center of the University.
Article 33
The classified employee, on a sick leave, shall be granted the following allowances:
a) Full salary along with allowances for the first four months.
b) Half salary along with allowances for the following four months.
c) The ill employee shall be reexamined by the Medical Authority after the elapse of eight months of illness; if they are found to be recoverable in another four months, they shall be paid one fourth of their salary along with one fourth of their allowances during that period.
d) If the ill employee has not recovered within twelve months from the beginning of the sick leave according to the provisions of items (a), (b), and (c) of Article (33), their services shall be terminated upon a decision from the authority concerned with appointment, in which case all their financial claims shall be paid in full.
e) The leave stated in items (a), (b), and (c) of Article (33) shall begin as of the first medical report submitted by the employee and exceeds seven days.
f) The sick leave stated in this article shall be considered an actual service for the employee.
Article 34
If the Medical Authority decides that the employee who has been affected by a disease while performing their work or because of it, without being negligent, they shall be granted a sick leave at full salary along with allowances during the period needed for their recovery, provided it does not exceed a whole year. If they have not recovered during that year, their services shall be terminated by the authority concerned with appointment, in which case all their financial claims shall be paid.
Article 35
The employee who is on an academic scholarship, or who has been granted a long sick leave, shall not be entitled to an annual leave for the duration of their scholarship or sick leave.
Article 36
a) If an employee falls ill while on an official mission outside the Kingdom or while they are abroad in a legal way, they shall be entitled to a sick leave, not exceeding one week, based on a report from one physician. The employee in this case has to notify their department in writing of their illness as soon as possible, and to send the medical report they have obtained to their department.
b) If the employee’s illness lasts for more than a week while they are still outside the Kingdom, and they have obtained a medical report as stated in item (a) of this article, they have to obtain another medical report as to the continuance of their illness, signed by two physicians or a hospital director, and authenticated by the Jordanian Consul, if available. They also have to notify their department of their medical condition, and send it the relevant medical reports they have obtained as soon as possible to be reviewed by the Medical Authority for acceptance or denial. Upon return to the Kingdom, they have to present themselves for medical examination, provided the provisions of Article (35) of these bylaws are observed.
Article 37
A contract employee, who is on a sick leave, shall be granted the following claims if their sick leave falls within the duration of the contract signed with the University:
a) Their full salary along with allowances for the first two months of illness.
b) Half salary along with half allowances for the following two months of illness.
c) If the ill employee has not recovered within four months from the date of illness, they shall be referred to the Medical Authority, and the concerned authority shall be entitled to grant them an unpaid sick leave not exceeding two months. If they have not recovered thereafter, their contract shall be considered terminated by law.
Article 38
a) A working woman shall have the right to get a total of ten weeks of maternity leave at full pay before and after delivery, provided the duration of leave occurring after delivery does not go below six weeks. It shall be banned to request her to report to work before the end of that period.
b) A working woman shall, upon the end of the maternity leave stated in item (a) of this article, have the right to take, within a year of the delivery date, a paid period or periods for the purpose of feeding the newly-born baby, provided it does not in aggregate exceed one hour per day. In all cases, however, she shall be entitled to an unpaid leave not exceeding in aggregate six months from the end of the maternity leave. This unpaid leave shall not be considered a service acceptable for the purposes of promotion, seniority, end-of-service gratuity, saving, and the annual increment.
Article 39 If the service of an employee at the University ends other than by dismissal from employment or job loss, their salary and allowances for the leave they deserve at the end of their service shall be paid.
Article 40
Leaves are granted as follows:
a) For the first-category employees by a decision from the President’s Assistant.
b) For the other category employees and workers on daily wages by a decision from the concerned Dean or Director upon a recommendation from the immediate head.
Employee Tasks
Article 41
An employee shall have to perform all tasks and duties ascribed to them, and to abide by the provisions of laws, bylaws, regulations and decisions effective at the University. They shall have, therefore, to:
a) themselves do the requirements of the job, and devote all official working hours to it. They may be assigned to work for extra hours beyond the official business hours, including holidays, if this is deemed necessary for the interest of the University.
b) behave politely and with a sense of decorum in their relations with their superiors, subordinates, and colleagues, and in their dealings with faculty members, students, and citizens.
c) perform their duties precisely, energetically, promptly, and faithfully, carry out the orders and directions of their superiors, and observe the administrative hierarchy in work communications.
d) observe the interest of the University, preserve its properties and capital, not to give up any of its rights, inform their immediate superior about any transgression on it, negligence, or any measure or conduct that may encroach upon its interest.
e) offer proposals that they consider beneficial to improve the work methods and enhance the performance level in the University.
f) try to develop their scientific, practical, and professional abilities and proficiency, and get acquainted with the laws, bylaws, and regulations related to their work.
Article 42
An employee shall be banned from doing any of the following acts:
a) Leaving work or ceasing to do it without the permission of their superior.
b) Disclosing any information or data on matters whose nature requires them to be confidential, or keeping to themselves an official seal, or any document or official letter or a copy of it.
c) Any act of misconduct which may encroach upon the reputation of the University or discredit its employees.
d) Taking advantage of their job and its associated authorities for personal interest or profit, accepting gifts or tips from any person having financial relationship or interest with the University.
e) Pursuing any partisan, political, sectarian, or factional acts, on or off campus, during any activity organized by the University or in which the University is involved.
f) Working outside the University without obtaining the written consent of the President.
g) Getting enrolled in any academic program without obtaining the written consent of the President.
h) Posting, announcing, or writing any slogans, logos, or pictures having a partisan, political, sectarian, factional, ethnic, or racist characteristic on walls inside the University campus.
Performance Evaluation and Annual Reports
Article 43
a) The performance of employees shall be evaluated for all purposes stipulated in these bylaws, including due contract renewal, tenure, promotion, and incentives, on a special form approved by the President.
b) The general performance of the employee is rated as ‘excellent’, ‘very good’, ‘good’, ‘intermediate’, or ‘weak’, provided this rating is justifiable.
Article 44
a) Contract employees shall be evaluated after three months of their appointment (first evaluation), and after nine months of their appointment (second evaluation), during the first year of the contract.
b) The employee whose contract has been renewed for a second year shall be evaluated according to the first year’s evaluation schedule.
c) Classified employees shall be evaluated only once in November of each year.
Article 45
a) Taking into consideration the administrative hierarchy, the employee shall fill out their evaluation form (self-evaluation), write down the grades and answers in the field of achievements and work development requirements.
b) The form mentioned in (a) above shall be forwarded to the immediate director to write down their evaluation of the employee, who is subsequently allowed to look at the evaluation and sign it.
c) The immediate director shall forward the evaluation form mentioned in (a) above to the Human Resource Department.
d) The Committee shall examine the evaluation and record the final grade of each employee.
e) As for directors, the self-evaluation form is first completed by the Director to grade their performance. The form is then forwarded to the President’s Assistant to write down his evaluation of the Director, who is subsequently allowed to look at the evaluation and sign it.
f) The President’s Assistant shall forward the evaluation form mentioned in (e) above to the Human Resource Department.
g) The Committee shall inform the director/employee of the result of the first evaluation, and identify their strength and weakness points in the first evaluation.
h) For the purpose of the annual evaluation, the final evaluation is calculated as follows:
1. 30% for the first evaluation; and
2. 70% for the second evaluation.
i) An employee shall have the right, after having been notified of the final result, to file their objection at the Personnel Department within a week of the notification date. If the presented reasons turned out to be convincing, the Committee shall reexamine the evaluation with the employee and their immediate director.
j) An employee shall be allowed to look at their annual evaluation, and shall have the right to object to the grade they have received within fifteen days of the notification date. The immediate director shall forward the objection to his/her superior to take the proper decision.
Article 46
a) Taking into consideration the authorities stipulated in Article (50) of these bylaws, an employee shall be subject to the following punishments:
1. Forewarning, for the employee who gets an ‘intermediate’ grade.
2. Initial warning, for the employee who gets a ‘weak’ grade.
3. Ultimatum, for the employee who gets two consecutive ‘weak’ grades.
b) The services of the employee who gets three consecutive ‘weak’ grades shall be considered terminated by law, even if they have been tenured at the University, by a decision from the competent authority concerned with appointment.
Article 47
The employee’s report may not be withdrawn or modified after it has been sent to the University Human Resource Department.
Article 48
The President shall issue the employee evaluation forms and instructions.
Disciplinary Punishments and Procedures
Article 49
a) If an employee commits a violation to the effective University laws, bylaws, regulations, and decisions, or an act or conduct which may encroach upon or hinder their responsibilities and authorities, or a violation to the code of ethics, or a breach of their job responsibilities, or any of the acts stipulated in Article (42) of these bylaws, they shall be subject to the following disciplinary punishments:
1. Forewarning.
2. First warning.
3. Second warning.
4. Ultimatum.
5. Discount from the basic salary for a period not exceeding three days per month.
6. Denial of the annual increment for a period not exceeding one year.
7. Dismissal from employment with all financial rights paid.
8. Expulsion, along with depriving them from the gratuity and compensation, or from the University’s contribution in the saving fund, or from both.
b) Gradation in punishments shall not be binding to the administration in case the violation is so tremendous that the University work or employees are affected.
c) No more than one punishment of those stipulated in item (a) of this article shall be inflicted for each case of misconduct committed by an employee.
d) The tougher punishment in the gradation shall be inflicted on the employee in case the same violation is repeated.
Article 50
The disciplinary punishments stipulated in item (a) of Article (49) of these bylaws shall be inflicted for the misconduct committed by the employee in accordance with the following authorities:
a) Department directors may inflict the punishments stipulated in (a-1) of Article (49) on employees in their department.
b) The Dean, Unit Director, or Center Director, as the case may be, may inflict the punishments stipulated in (1) and (2) of Article (49-a) on the employees in their Faculty or Unit.
c) The President’s Assistant may, upon a recommendation from the concerned director, inflict the punishments stipulated in (3-6) of Article (49-a) on all employees in the University.
d) The President may, upon a recommendation from the President’s Assistant, inflict the disciplinary punishments stipulated in (1-6) of Article (49-a) on all employees in the University. The President may refer the employee to the Disciplinary Council of First Instance if he sees that the violation committed by the employee requires a punishment of dismissal from employment or expulsion. The Disciplinary Council of First Instance or the Appellate Disciplinary Council may inflict any of the punishments stipulated in Article (49) of these bylaws.
Article 51
a) Two disciplinary councils shall be established at the University at the beginning of each academic year, the Disciplinary Council of First Instance and the Appellate Disciplinary Council. Each council shall be composed of a chair and two members to be appointed by the Council of Deans for one year subject to renewal, and shall hold its meetings at the request of its chair.
b) The President may appoint one or more standby members on each of the First Instance and Appellate councils to replace any original member missing their sessions.
Article 52
If a violation to job duties and responsibilities is attributed to an employee, the President shall establish an investigation committee comprised of three University employees before the employee is referred to the Disciplinary Council of First Instance. The committee chair shall defend its report before the Disciplinary Council.
Article 53
Each of the two disciplinary councils convenes at the request of its chair and the presence of all its members, its proceedings shall be confidential, and its decisions are taken by the majority.
Article 54
a) The employee referred to the Disciplinary Council shall be notified in writing of the violation attributed to them to their place of work at the University, or their place of residence, at least seven days prior to the date of the session set to look into the violation. They shall have the right to respond in writing to what is attributed to them within that period.
b) The employee referred to the Disciplinary Council of First Instance shall have the right to review all papers in the disciplinary violation file and to attend all meetings of the council to defend themselves or to appoint another person for that purpose.
c) The Disciplinary Council of First Instance shall be held to look into the disciplinary violation within two weeks of the date of referring the violation to it.
Article 55
The Disciplinary Council of First Instance may call upon witnesses or experts for a hearing session upon their taking the legal oath, and may carry out an investigation into the violation presented before it, including the physical examination and seeking the assistance of experts, to be able to take the proper decision concerning the violation.
Article 56
If the employee referred to the Disciplinary Council of First Instance absents themselves without an excuse acceptable by this council, the disciplinary measures shall be inflicted upon them in absentia.
Article 57
a) An employee who has been dismissed from employment or expelled by a decision from the Disciplinary Council of First Instance may appeal to the Appellate Disciplinary Council within two weeks of the date of the decision if it was taken in their presence, or of the date of notification if the decision was taken in absentia. The appeal shall be in writing and be submitted to the President’s office against an official receipt.
b) The Appellate Disciplinary Council shall look into the appeal presented to it, and shall be convened for this purpose within a period not exceeding two weeks of the date of the appeal and issue a decision. The employee shall have the right to defend themselves and present their testimony, either directly or via a deputy, and the University shall have the right to deputize a person to represent it in the council and to present its testimony.
Article 58
No decision concerning the promotion of the employee referred to the Disciplinary Council of First Instance or accepting their resignation shall be taken until the decisive final decision has been taken in their case.
Article 59
a) If the President, the Disciplinary Council of First Instance, or any committee investigating a disciplinary violation, finds out that the violation being looked into or investigated involves a penal crime, the President shall refer the case to the concerned attorney general to take legal action, and subsequently all disciplinary measures shall be ceased until the final court decision has been issued in the penal crime.
b) A judgment in the penal case entailing the employee’s non-responsibility or acquittal of the penal accusation attributed to them shall not prevent the University from taking disciplinary measures against them according to these bylaws.
c) If an employee has been referred to investigation, or to the Disciplinary Council of First Instance, or to any legal authority, the President shall have the right to suspend the work of this employee, and to stop their salary, partially or completely, until a final decision has been issued in their case. The employee’s resignation in this case shall not be accepted until the decisive final decision of the disciplinary or legal measures taken against them has been issued.
Article 60
a) If the final decision of the Disciplinary Council or the decisive legal sentence has entailed the acquittal of the employee, referred to any of these two authorities, of the conduct violation or charge attributed to them, as the case may be, they shall be entitled to their whole salary along with all rights and privileges for the suspension period.
b) But if the prosecution of the employee before any of the two authorities, stipulated in item (a) of this article, has resulted in their conviction and the infliction of a disciplinary punishment on them, other than the dismissal from employment or expulsion from job, they shall be entitled to their whole salary along with all rights and privileges for the suspension period, provided it does not exceed one month. If the suspension has exceeded one month, they shall be entitled to half salary and allowances for the period exceeding one month, but not exceeding six months. If it has exceeded six months, they shall not have the right to any salaries or allowances.
c) The employee on whom a decision of dismissal from employment or expulsion from job has been issued shall not be entitled to any portion of their salaries and allowances as of the date of their referral to the Disciplinary Council, the Attorney General, or a court of law to be prosecuted for the conduct violation they have committed, or the crime attributed to them, as the case may be, provided that they are not asked to return the sums of money they received as salaries and allowances during the suspension period, according to the provisions of Article (59c) of these bylaws.
Article 61
The President, or whomever he deputizes, shall deliver, in writing, all notifications related to the disciplinary measures stipulated in these bylaws, and all decisive sentences issued in the disciplinary violations, to the concerned employee.
End of Service
Article 62
The employee’s service at the University shall end in any of the following cases:
a) Acceptance of resignation.
b) Completing age of 60 years, for male employees, and 55 years for female employees. The President may, upon a recommendation from the Committee, extend their service year by year.
c) Inability to continue working at the University for medical reasons preventing them from performing their duties upon a report from the Medical Authority.
d) Losing the Jordanian nationality.
e) Job loss.
f) Dismissal from employment.
g) Expulsion from job.
h) Losing one of the appointment conditions stipulated in these bylaws.
i) Decease, in which case the University shall immediately pay their salary for the month in which they have deceased, in addition to three more monthly salaries and allowances.
Article 63
a) An employee submits their resignation in writing. It shall be approved or denied by a decision from the authority entitled to appoint employees within thirty days of the date of submitting it; otherwise, it shall be considered legally accepted.
b) The employee must continue performing their job until they receive a written notification of accepting the resignation. If, however, they have stopped working before being notified of accepting the resignation, or before the elapse of the period referred to in item (a) of this article, they shall be legally considered losing their job.
Article 64
a) An employee is considered losing their job if they absent themselves from work for a period of ten consecutive days without obtaining a legal leave or having an acceptable excuse, and without notifying their immediate superior during the period of absence in any possible way. In this case, the employee shall be warned in writing via registered mail at the address stated in their personal file, via electronic means, and through an announcement in at least one of the local newspapers, to return to work; otherwise, they will be considered losing their job.
b) The decision of considering the employee losing their job shall be issued by the authority entitled to appoint employees, and it shall go into effect as of the first day of the employee’s absence from work.
c) The employee who has been considered losing their job shall have the right to object to the decision within fifteen days of its date of issuance, including the reasons they have relied on in their objection. If the authority concerned with appointment finds the reasons convincing, it shall cancel the decision, and the employee shall, consequently, regain their job.
d) The employee who has been considered losing their job shall not be reappointed except after the elapse of at least three years of the job-loss decision, and the obtainment of a decision duly taken by the competent authority upon a recommendation to reappoint them from the Committee.
Article 65
An employee shall be dismissed from employment by a decision taken by the authority concerned with appointment if three different punishments of those stated in items (2), (3), (4), (5), and (6) of Article (49a) of these bylaws are inflicted on them in a period of three consecutive years.
Article 66
a) An employee shall be expelled in any of the following cases:
1- If a decision has been issued by the Disciplinary Council of First Instance or the Appellate Disciplinary Council.
2- If they have been sentenced by a court of law for a felony or misdemeanor encroaching upon honor, such as bribery, embezzlement, theft, counterfeiting, breach of trust, false testimony, or any other crime violating the public rules of conduct, or has been sentenced to at least six months in prison by a competent court of law for committing a crime. The employee shall, in any of the cases stated in this item, be considered legally expelled as of the date on which the sentence has been given the decisive status.
b) An employee who has been expelled from their job shall not be reappointed at the University.
Article 67
An employee whose job at the University ends for any reason shall pay all the financial obligations due to the University, and return all supplies they have before leaving work.
General Provisions
Article 68
1. The President shall determine the official working hours for all employees at the University.
2. The President, President’s Assistant, Dean, or Director may, in cases deemed necessary for the interest of the University, charge employees, individually or in groups, to work overtime after the official working hours or during official holidays, in accordance with regulations issued for this purpose.
Article 69
The organizational chart for the University shall be determined by a decision issued by the President.
Article 70
The Board of Trustees of the University shall issue the regulations necessary for the execution of the provisions of these bylaws, provided they do not contradict with or violate their provisions.