Protection of Whistleblowers Against Discrimination Policy

1. Purpose

An-Najah National University (ANNU) is committed to integrity, transparency, equality, and fairness across its academic and administrative operations.

This policy protects individuals who, in good faith, report discrimination, harassment, misconduct, or unfair treatment, and those who provide evidence or participate in related investigations.

Its purpose is to ensure that reporting discrimination does not result in educational or employment disadvantage, retaliation, intimidation, or exclusion. It supports the continued participation, academic progress, professional development, and wellbeing of those who raise concerns.

2. Scope

This policy applies to all members of the University community, including:

• Full-time and part-time employees, regardless of contract type or seniority;

• Academic and administrative staff;

• Undergraduate and postgraduate students;

• Researchers, research assistants, and visiting scholars;

• Contractors, subcontractors, and consultants;

• Interns, volunteers, and visitors.

It applies across all University campuses, faculties, departments, centres, and University-managed activities, including:

• Teaching, assessment, supervision, and research;

• Admissions, scholarships, placements, and student services;

• Recruitment, employment, contract renewal, and promotion;

• Training, professional development, and leadership opportunities;

• University-related activities conducted online or off campus.

Protection extends to complainants, witnesses, individuals assisting a report, and persons who are believed to have reported discrimination or participated in an investigation.

3. Guiding Principles

Implementation of this policy shall be guided by:

• Integrity and accountability: Reports and investigations shall be handled honestly, fairly, and responsibly.

• Respect and dignity: All individuals shall be treated respectfully and protected from intimidation.

• Equality and inclusion: Everyone shall have an equal opportunity to raise concerns without fear of disadvantage.

• Confidentiality: Information shall be shared only with those who need it to assess, investigate, or resolve the matter, subject to applicable requirements.

• Procedural fairness: All parties shall have an appropriate opportunity to provide information and respond to relevant allegations.

• Independence: Individuals with a conflict of interest shall not investigate or decide the matter.

• Accessibility: Reporting procedures shall be accessible, with reasonable assistance or accommodations provided where needed.

4. Policy Statement

ANNU strictly prohibits retaliation against anyone who reports discrimination in good faith, seeks advice about reporting, provides evidence, or participates in an investigation.

A good-faith report is one made with an honest belief that the information supplied is true. The reporting individual is not required to prove the allegation before receiving protection.

Protection from educational disadvantage

No student or researcher shall suffer retaliation through:

• Unfair grading, assessment, or academic penalties;

• Denial or withdrawal of supervision, admission, enrolment, or progression opportunities;

• Unjustified delays to examinations, thesis assessment, or graduation;

• Loss of scholarships, financial support, placements, or access to student services;

• Exclusion from research projects, laboratories, publications, training, or academic activities;

• Threats, harassment, intimidation, or adverse treatment by staff or peers.

Protection from employment disadvantage

No employee shall suffer retaliation through:

• Dismissal, suspension, demotion, or unjustified non-renewal of a contract;

• Reduction in pay, benefits, responsibilities, or employment opportunities;

• Unfair performance evaluations or disciplinary action;

• Punitive changes to workload, duties, working hours, or workplace;

• Denial of promotion, training, research support, professional development, or leadership opportunities;

• Harassment, intimidation, isolation, or pressure to withdraw a report.

The same protections apply when a person is mistakenly believed to have made a report. Legitimate academic or employment decisions must be based on documented reasons independent of the reporting activity.

5. Reporting and Complaints Procedure

Individuals may report discrimination or suspected retaliation through one or more of the following offices:

1. Human Resources Department: Employment-related concerns and retaliation affecting employees.

2. Deanship of Student Affairs: Student-related concerns and retaliation affecting educational participation or progress.

3. University Ethics and Integrity Committee: Confidential or cross-departmental matters.

4. Office of the University President: Sensitive, unresolved, or escalated cases, including concerns involving the usual reporting office.

Reports may be submitted in person or in writing through the official contact channels of these offices. Reports should include, where available:

• A description of the concern;

• Relevant dates and persons involved;

• Supporting documents or witness information;

• Any educational or employment disadvantage experienced or feared;

• Any immediate protection or assistance requested.

Incomplete reports shall not automatically be rejected. The receiving office shall assist the reporting person in clarifying the concern.

Anonymous reports shall be assessed where sufficient information is available. Anonymous reporting may limit the University’s ability to seek clarification or communicate an outcome.

Individuals are not required to report to a supervisor, lecturer, or other person implicated in the complaint. A report received by an office outside its responsibility shall be referred confidentially to the appropriate office, with the reporting person informed where possible.

6. Investigation and Resolution

Upon receipt of a report:

1. The receiving office shall acknowledge receipt within five working days, where contact details are available.

2. Any immediate risk of retaliation or disadvantage shall be assessed promptly.

3. A competent investigator or panel without a conflict of interest shall be appointed.

4. Relevant evidence shall be examined fairly, and the parties shall have an appropriate opportunity to provide information.

5. The reporting person shall receive reasonable updates on progress and be informed of material delays.

6. Findings and recommendations shall be submitted to the University President or an appropriate designated authority.

7. The parties shall receive written notification of the outcome to the extent permitted by confidentiality and applicable requirements.

Investigations shall proceed without unnecessary delay. Mediation may be considered only where appropriate and voluntary; it shall not replace necessary investigation or protective measures.

7. Protection Against Retaliation and Interim Measures

Retaliation is a separate violation of this policy and may be investigated regardless of the outcome of the original discrimination complaint.

Anyone experiencing or fearing retaliation may report it directly through the channels in Section 5, including while the original investigation is ongoing or after it has concluded.

Where necessary, the University shall implement interim measures, which may include:

• Preserving access to classes, assessment, supervision, employment, and research;

• Arranging alternative supervision or reporting relationships;

• Preventing unwanted contact or intimidation;

• Providing academic, workplace, or counselling support;

• Reviewing proposed adverse decisions affecting the reporting person;

• Preserving relevant records and evidence.

Protective measures shall avoid placing an unnecessary burden on the reporting person. A change to that person’s academic or employment arrangements shall be discussed with them wherever practicable and shall not itself create disadvantage.

Protection shall continue for as long as a reasonable risk of retaliation remains.

8. Remedies, Disciplinary Action, and Appeals

Where retaliation or discrimination is established, the University shall take appropriate corrective action. Measures may include:

• Reversing an unjustified academic or employment decision;

• Restoring access to supervision, scholarships, research, training, or other opportunities;

• Correcting affected records or arranging an independent reassessment;

• Restoring duties, benefits, or employment standing where appropriate;

• Taking disciplinary action under applicable University procedures;

• Addressing procedural weaknesses that allowed the conduct to occur.

Disciplinary measures shall be proportionate to the findings and may include termination of employment, expulsion, or other sanctions permitted under applicable rules.

A person dissatisfied with the handling or outcome of a complaint may submit a written appeal to the Office of the University President, stating the grounds, such as procedural unfairness, a conflict of interest, new evidence, or inadequate protection.

The appeal shall be assigned to an authority or panel that was not involved in the original decision and has no conflict of interest. Where the complaint concerns the President’s Office, the matter shall be referred to the competent University governing authority.

Using the reporting or appeal procedure shall not itself result in educational or employment disadvantage.

9. Good-Faith and Knowingly False Reports

A report made in good faith remains protected even where:

• The allegation cannot be substantiated;

• The available evidence is insufficient;

• The reporting person made an honest mistake;

• The investigation reaches a different conclusion.

An unsubstantiated complaint shall not, by itself, be treated as a false or malicious report.

Knowingly submitting false information or deliberately fabricating evidence may lead to disciplinary action following a fair investigation. Any such finding must be supported by evidence and shall not be used to discourage legitimate reporting.

10. Responsibilities, Training, and Awareness

• Office of the University President: Oversees implementation, escalation, and accountability.

• Human Resources Department: Coordinates employee protection and reviews employment-related concerns.

• Deanship of Student Affairs: Coordinates student protection and safeguards educational participation and progress.

• University Ethics and Integrity Committee: Supports impartial consideration of matters within its mandate.

• Legal Affairs Office: Advises on procedural fairness and applicable requirements.

• Deans, department heads, supervisors, and managers: Prevent retaliation, implement protective measures, and cooperate with investigations.

• University community members: Respect confidentiality, cooperate honestly, and refrain from retaliation.

The University shall provide regular awareness activities and training on discrimination reporting, confidentiality, retaliation prevention, and the responsibilities of those handling complaints.

This policy and the official reporting contact information shall be publicly accessible through the University website.

11. Review and Monitoring

This policy shall be reviewed annually by the Office of the University President, in coordination with the Human Resources Department, Deanship of Student Affairs, and Legal Affairs Office.

Monitoring shall include confidential assessment of:

• Reports of discrimination and retaliation;

• Timeliness and fairness of complaint handling;

• Effectiveness of protective measures and remedies;

• Continued academic progress and employment participation of reporting individuals;

• Training needs and improvements to reporting procedures.

Monitoring information shall be handled confidentially. Any institutional reporting shall use anonymized or aggregated information.

Effective Date: January 10, 2022
Review Date: June 19, 2026