Codes of Conduct

The Policy Statement

Ctl Eurocollege is committed to providing a safe environment for all its Staff and Students free from discrimination and harassment, of any kind, including sexual harassment. 

The Codes help establish common standards of behaviour expected from all Staff and Students. They place an obligation on all to take responsibility for their conduct and to behave cooperatively to establish consultative and collaborative workplaces where people are treated with respect.

General Code of Conduct

This Code places an obligation on all to take responsibility for their behaviour and work cooperatively with colleagues to establish a consultative and collaborative workplace where all are treated with respect.

The employee signs a Code of Conduct form along with the Employment Contract. The signature is valid for the duration of the employment. It is automatically renewed with the renewal of contract. Strict observance of the Code is fundamental to the proper functioning and reputation of the College.

It consists of the following: 

  1. Always act with fairness, honesty and integrity. Respect the opinion of others and treat all with equality and dignity regardless of gender, racial features, origin, political or religious beliefs, physical or social status, age, or sexual orientation.
  2. Promote the mission and objectives of the College when dealing with the Students, Colleagues or Associates and behave with respect to all.
  3. Provide a positive and constructive service to the people you are dealing with.
  4. Comply with both the letter and the spirit of any training or orientation provided to you by the College
  5. Adhere to the policies and procedures of the College and support the decisions and directions of the Administration.
  6. Dress decently, according to basic elements for appropriate and professional business attire, excluding pants, tank tops for men, low-cut blouses or sweaters, or any extreme style or fashion in dress and footwear.
  7. Keep personal hygiene rules and always leave common areas clean after use.
  8. Be punctual; follow the schedule provided through the Contract of Employment.
  9. Facilitate the effective resolution of problems. Follow procedures in taking action or decisions and ensure that you do not exceed the authority of your position.
  10. In case of conflict of interest between your personal interests and those of the College, you must regrettably hand in your resignation immediately.
  11. Respect and maintain the confidentiality of all information gained as Employee, including all computer software and files of the College
  12. Respect and maintain all business documents, records and printouts while working at the College, but also in the case that the Contract is not renewed.
  13. Respect and maintain the confidentiality of individual personal information provided to you by Students or Colleagues.
  14. Do not delete and/or copy any data/information and/or business documents kept on the College’s PCs and/or server and/or laptops accessible to you.
  15. Do not use the email account provided to you by the College for personal use.
  16. Do not use any portable devices provided to you by the College for personal use.
  17. Any personal or sexual comment, gesture or contact that one would not find wanted, welcome or acceptable, will be considered as harassment.
Code of Conduct to Prevent Harassment or Sexual Harassment
The Policy Statement

CTL Eurocollege is committed to providing a safe environment for all its Staff and Students, free from any kind of discrimination or harassment, including sexual harassment. The College operates a zero-tolerance policy for any form of harassment in the workplace and treats all incidents seriously and promptly, investigating all allegations of harassment, including sexual harassment. Any person found guilty of any kind of harassment faces disciplinary action, including dismissal from employment or expulsion. All complaints of harassment and sexual harassment are taken seriously and treated with respect and in confidence. No one is victimised for making a complaint. 

General definition of harassment

Harassment is unwanted conduct related to a relevant protected characteristic that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that person. The unwanted conduct can be physical, verbal or non-verbal.

Definition of sexual harassment

Sexual harassment is unwelcome conduct of a sexual nature which makes a person feel offended, humiliated and/or intimidated. It includes situations where a person is asked to engage in sexual activity as a condition of that person’s employment, as well as situations which create an environment which is hostile, intimidating or humiliating for the recipient. 

Sexual harassment may involve one or more incidents and actions constituting harassment and may be physical, verbal or non-verbal. Examples   of   conduct   or   behaviour   which   constitute   sexual harassment may include: 

Physical conduct

• Unwelcome physical contact including patting, pinching, stroking, kissing, hugging, fondling, or inappropriate touching

• Physical violence, including sexual assault

• The use of job-related threats or rewards to solicit sexual favours

Verbal conduct

• Comments on appearance, age, private life, etc.

• Sexual comments, stories and jokes

• Sexual advances

• Repeated and unwanted social invitations for dates or physical intimacy

• Insults based on sexual identity

• Sending sexually explicit messages

Non-verbal conduct

• Display of sexually explicit or suggestive material

• Sexually-suggestive gestures

Anyone can be a victim of harassment, regardless of their sex and of the sex of the harasser. Ctl Eurocollege recognises that any form of harassment may also occur between people of the same sex. What matters is that the sexual conduct is unwanted and unwelcome by the person against whom the conduct is directed.

All types of harassment is prohibited whether it takes place within the Institution’s premises or outside, including at social events, recreational activities, business trips,,training sessions,   conferences, visits sponsored  by  Ctl Eurocollege.

Complaints procedures

Anyone who is subject to any form of harassment should, if possible, inform the alleged harasser that the conduct is unwanted and unwelcome.

The victim can approach the designated persons responsible for receiving complaints of any form of harassment.  The designated persons are:

  1. The Quality Assurance Officer
  2. The Academic Dean
  3. The Student Counselor
  4. The Student Welfare

When the designated person receives a complaint of any form of harassment, he/she will:

  • immediately record the dates, times and facts of the incident(s)
  • ascertain the views of the victim as to what outcome he/she wants
  • ensure that the victim understands the procedures for dealing with the complaint
  • discuss and agree the next steps: either informal or formal complaint, on the understanding that choosing to resolve the matter informally does not preclude the victim from pursuing a formal complaint if he/she is not satisfied with the outcome
  • keep a confidential record of all discussions
  • respect the choice of the victim
  • ensure that  the  victim  knows  that  they  can  lodge  the  complaint  outside  of  the Institution
  • follow the relevant legal framework
  • request the Disciplinary Committee to meet in case of a formal complaint

 

Throughout the complaint procedure, a victim is entitled to be helped by a counsellor or a person he/she wants to be accompanied within the Institution. Ctl Eurocollege nominated a clinical psychologist to assist victims of sexual or any other form of harassment.  Ctl Eurocollege recognises that because harassment often occurs in unequal relationships, victims often feel that they cannot come forward. Ctl Eurocollege understands the need to support victims in making complaints. 

Informal complaints mechanism

If the victim wishes to deal with the matter informally, the designated person will:

  • give an opportunity to the alleged harasser to respond to the complaint
  • ensure that the alleged harasser understands the complaints mechanism
  • facilitate discussion   between  both  parties  to  achieve  an  informal  resolution  which  is acceptable  to  the  complainant,  or  refer  the  matter  to  a  designated  mediator  within  the Institution to resolve the matter
  • ensure that a confidential record is kept of what happens
  • follow up after the outcome of the complaints mechanism to ensure that the behaviour has stopped
  • ensure that the above is done speedily and within two (2) days of the complaint being made
Formal complaints mechanism

If the victim wants to make a formal complaint or if the informal complaint mechanism has not led to a satisfactory outcome for the victim, the formal complaint mechanism should be used to resolve the matter.

The designated person who initially received the complaint will refer the matter to the Disciplinary Committee.

The person(s) carrying out the investigation will:

  • interview the victim and the alleged harasser separately
  • interview other relevant third parties separately
  • decide whether or not the incident(s) of harassment took place
  • produce a report detailing the investigations, findings and any recommendations
  • if the  harassment  took  place,  decide  what  the  appropriate  remedy  for  the  victim  is,  in consultation with the victim
  • follow up to ensure that the recommendations are implemented, that the behaviour has stopped and that the victim is satisfied with the outcome
  • if it   cannot   determine   that   the   harassment   took   place,   he/she   may   still   make recommendations
  • keep a record of all actions taken
  • ensure that the all records concerning the matter are kept confidential
  • ensure that the process is done as quickly as possible and in any event within 10 days of the complaint being made
External complaints mechanisms

 A person who has been subject to harassment of any form can complain outside the Institution, directly to the police. 

Disciplinary Measures

Anyone who has been found to have harassed or sexually harassed another person under the terms of this policy is liable to the following:

  • Verbal warning
  • Written warning
  • Dismissal

In case of student harasser         

Penalties imposed are:

  • Expulsion for a period of time
  • Permanent expulsion from College

 

The  nature  of  the  measures will  depend  on  the  gravity  and  extent  of  the  harassment.  Suitable sanctions will be applied to ensure that incidents of sexual harassment are not treated as trivial. Certain serious cases, including physical violence, will result in the immediate dismissal of the harasser.

Implementation of this policy

Ctl Eurocollege ensures that this policy is widely disseminated to all relevant persons. It is included in the staff and student handbook. 

It is the responsibility of the College to ensure that all employees and students are aware of the policy.