RTM Al-Kabir Technical University (RTM-AKTU) is a Bangladesh based university to prepare students with a broad range of skills through a systematic approach for success in academic study, employment and professional life. RTM-AKTU intends to be a skill based, market driven and industry-focused 21st century global university. This will be accomplished through the use of a contemporary academic curriculum in combination with workplace internships and hands-on training opportunities.
RTM-AKTU firmly acknowledges that all forms of discrimination and harassment are a violation of human rights and it is fully committed to protect these rights of all the targeted population that RTM-AKTU is serving. RTM-AKTU is also working on capacity building of its employee’s members on various professional issues including ethical and moral lessons to fulfill their responsibilities to prevent and respond to social justice towards the affected populations they serve. RTM-AKTU is monitoring strict adherence of the core principles by all faculties, employees, students, volunteer and contractors etc. The ‘Code of Conduct’ will create awareness about several issues including sexual harassment, ragging and terrorism as well as their consequences as a punishable offence.
RTM-AKTU ‘Code of Conduct’ is approved by its Board of Trustees (BOT). In order to enhance the workplace environment, the Code of Conduct should be strictly maintained in performing all the businesses of the university.
Core Values Relating to Policy
• | RTM-AKTU believes that sexual and reproductive rights are nationally and internationally recognized human rights and as such should be guaranteed for everyone. |
• | RTM-AKTU is committed to ensure gender equity and to eliminating the discrimination, which threatens individual’s well?being and leads to the widespread violation of human rights. |
• | RTM-AKTU values diversity and strives to achieve this in its governance and in its programs with a special emphasis on the participation of students, teachers, and employees, special population like people with disabilities and vulnerable in the community. |
• | RTM-AKTU prevents, opposes and combats all exploitation and abuse of its beneficiaries and other persons of concern based on caste, creed and race. |
• | RTM-AKTU considers the spirit of our liberation war, volunteerism, team spirit, mutual respect and understanding to be central to achieving its mandate and advancing its cause. |
Approach and Principles
RTM-AKTU’s basic approach and principles relating to ‘Code of Conduct’ are:
A workplace environment to be effective there ought to be present and in good measure organizational trust; that the organization will commit to and consistently act, deploys resources, take up information and continuous advocacy. These should be conducted in such a manner so that employees feel and perceive a sense of commitment to a common mission, caring and compassionate among themselves and foster a similar attitude to the target beneficiaries, particularly the service seekers. The commitment and compassion must pay attention to its members, communities it is working for and individuals as a whole. While organizational trust is intangible, its absence can hamper the achievements.
RTM-AKTU strictly follows the code of conduct in implementing all activities of the university and its projects, which is based on the following principles:
• | Treat all beneficiaries/ employees/professionals and other persons of concern fairly, and with respect and dignity. Behavior or attitude of any RTM-AKTU professionals/ staff member that degrades a beneficiary or beneficiaries is totally unacceptable, no matter whether the beneficiaries are present or not. |
• | Prevent, oppose and combat all exploitation and abuse of beneficiaries/faculties/ employees and other persons of concern. Requesting favors or accepting bribes or offers of favors in exchange for protection or aid or support is totally unacceptable. |
• | Unequal power relationships generally exist between employees and beneficiaries. We therefore have to keep in mind that sexual, emotional, financial or employment relationships between employees and beneficiaries, even if we ourselves see them as consensual and non-exploitative, could be perceived by others in the humanitarian community and the public as an abuse of power and trust, or as a conflict of interest. Sexual relationships with beneficiaries undermine the credibility and integrity of the work and are strictly prohibited. |
• | Refrain from any involvement in criminal or unethical activities -- activities that contravene independence and sovereignty of Bangladesh, human rights, or activities that compromise the image and interests of RTM-AKTU. Faculties, students and employees at all levels have particular responsibilities to support and develop systems which maintain an enabling environment in RTM-AKTU. No employee’s member will engage in or support any illegal, exploitative, abusive or unethical activities or use unethical language that violate human dignity or national interest of Bangladesh or contravene UN resolutions or international human rights standards. |
• | Uphold the integrity of RTM-AKTU, which depends on the integrity of its faculties, students and other employees. It includes honesty, truthfulness and loyalty to the University. |
• | RTM-AKTU employees and students should avoid criticizing our partner agencies. In case of any problems with our partners, we should endeavor to seek resolution directly and if the issue persists, refer the matter to the university authority. |
• | Perform official duties and conduct private affairs in a manner that avoids conflicts of interest, thereby preserving and enhancing public confidence in RTM-AKTU. The use of one’s office or position in RTM-AKTU for personal gain is unacceptable and unprofessional. Employees must avoid accepting any honor, decoration, favor, gift or remuneration from any organization. When this is unavoidable, however we must be extremely careful not to accept gifts of value which might constitute a real or apparent attempt to influence our decisions or actions. |
• | Contribute to building a harmonious workplace based on team spirit, mutual respect and understanding. All managers and employees are responsible for building a teamwork environment. Politeness, respect, tolerance, and moderation should be the norm. Good performance is not only about how quickly and efficiently we perform our tasks but also about how well we interact with others. In light of the diverse backgrounds, cultures and experiences of RTM-AKTU employees and students, we should take extra care to respect our colleagues. Lack of communication, personality differences, and lack of empathy, i.e. the inability or unwillingness to see other colleagues’ points of view can have a serious negative impact on the work environment. |
• | There is often a fine line between poor managerial practices and the issues of conduct covered by this code. Accordingly, managers not only have a particular responsibility, but can also have significant influence in fostering a harmonious workplace. Managers should be open to all views, including those of their junior employees, particularly when those views are opposed to their own. Managers are expected to set a good example. |
• | Promote the safety, health and welfare of all RTM-AKTU employees and students as a necessary condition for effective and consistent performance. RTM-AKTU is responsible for the safety and welfare of its employees. Employees should strictly observe safety and security instructions and demonstrate responsible behavior that minimizes risks for themselves and others. |
• | Safeguard and make responsible use of the information and resources by the employees and students is desirable. Disclosure of sensitive or confidential information without authorization may seriously jeopardize the efficiency and credibility of RTM-AKTU and its employees and students and endanger other beneficiaries. All concerned should be careful not to allow private interests to impact on their work duties and they should not misuse office assets; use an official vehicle for private purposes without authorization; perform excessive and unreasonable private business during working time; use office equipment for personal purposes; and have employees or official contractors provide unremunerated private services. |
• | Refrain from any form of harassment, ragging, discrimination, physical or verbal abuse, intimidation or favoritism in the workplace. Discrimination and harassment have a negative effect on the university environment, the career and well-being of employees. Discrimination, harassment, or bullying (mobbing) on the grounds of race, gender, religion, color, national or ethnic origin, language, marital status, sexual orientation, age, socio-economic status, disability, political conviction, hierarchy within RTM-AKTU or any other distinguishing feature, must not be tolerated. Harassment can take many forms. It can be physical, verbal, visual or written (including electronic media such as e-mails, Facebook, WhatsApp, imo, etc.). It can also be one incident or a series of incidents and can occur at work or during non-working hours. |
• | Sexual exploitation and abuse constitute acts of serious misconduct and are therefore grounds for disciplinary measures, including summary dismissals. Any concerns or suspicions regarding sexual exploitation or sexual abuse by a fellow worker or student, regardless whether in the same agency or not, must be reported through the established mechanisms. The exchange of money, employment, goods or services for sex or sexual favors or other forms of humiliating, degrading or exploitative behavior, is prohibited. RTM-AKTU has a policy of ZERO Tolerance to offences by any employee or student if proved. |
The university employees and students are obliged to create and maintain a healthy work environment. Managers, at all levels, have a particular responsibility to support and develop systems that maintain this environment. Moreover, they have a special obligation in the workplace to uphold the highest standards of conduct.
Policies Related to Working Environment
RTM-AKTU is committed to develop healthy work environments. RTM-AKTU campus as well as offices across the country should be healthy and safe places, free from terrorism, ragging and gender discrimination including any sorts of sexual exploitation and abuse, reducing the risk of any sexual and reproductive health (SRH) related problem and other infectious diseases like COVID-19 and HIV/AIDS. RTM-AKTU adopts several policies to enhance its workplace environment.
• | Discrimination Policy: Discrimination against any service seekers, including students and employees based on real or perceived social status, position and gender issue is not acceptable. The reported cases of discrimination will be investigated by an Enquiry Committee and based on the recommendations of the committee the persons held responsible will be dismissed, or suspended, or demoted, depending on the nature of offence. |
• | Smoking Policy: RTM-AKTU intent to provide a healthy and clean environment for its employees, students and guests. Therefore, smoking is not allowed anywhere in its premises, at any location, inclusive of buildings, offices, and restrooms. |
• | Drugs in the Workplace: It is against the law for any person to possess, sell or use any controlled substance including illicit drugs in the workplace. Any employee or student caught possessing, selling or using any controlled substance will be terminated for the cause. |
• | Use of Cell phone and other communication device: All students must switch off their cell phone and other communication devices inside the classroom and laboratory. |
• | Prevention of activities of moral turpitude and indiscipline: The university authority will strictly pursue the principle and policy of zero tolerance in the cases of moral turpitude committed by any member of the university family. The activities to fall in the category of moral turpitude include: plagiarism of teachers and students in producing research outputs or any assignments, to leak out questions for mischievous purposes by any teacher, copying from other documents by any student in any examination, to grant undue favor by a teacher to any student or conduct undue harassment to any student in the university premise, to develop personal relationship by a teacher with any student of opposite sex and offering undue favor to a student by the teacher or accepting undue services or gains in cash or kind by the teacher from any student will be treated as acts of moral turpitude. The reported cases of moral turpitude will be investigated by an Enquiry Committee and based on the recommendations of the committee the persons held responsible will be dismissed, or suspended, or demoted, depending on the nature of offence. In addition, the university authority will reserve the right to refer the cases of offence to the law enforcement authority of the government if the offence is found as very severe and perpetual. |
• | Anti-Ragging Policy: RTM-AKTU defines ragging as an act that involves abuse, humiliation, or harassment of new entrants or junior students by the senior students. RTM-AKTU considers Ragging as a serious offense and shows ZERO tolerance to such acts. The reported cases of ragging will be investigated by the Anti-Ragging Committee and based on the recommendations of the committee the persons held responsible will be punished as applicable, which include any one or combination thereof: suspension/expulsion from the University, suspension from the classes, withholding/withdrawing scholarships or other benefits, fine with a public apology. To prevent ragging, RTM-AKTU emphasizes conduction of continual awareness programs on anti-ragging regulations among the new entrants as well as the existing students at the University. |
• | Anti-Terrorism Policy: RTM-AKTU recognizes its role in the prevention of terrorism and violent extremism in its campus. We are committed to preventing radicalization and terrorism amongst the student, faculty, and staff by providing information, advice, and support to them. We adopt “ZERO tolerance” policy toward terrorism. RTM-AKTU forms an Anti-Terrorist Monitoring Cell to monitor and ensure the prevention of any terrorist activities in its campus. However, we are also careful to promote freedom of speech within the law. |
• | Sexual Harassment Policy: The Sexual Harassment is defined most widely as behavior that constitutes unwelcome sexual advances, requests for sexual favors, and any unwelcome conduct that could be construed as sexual in nature. The act may be direct or indirect, explicit or subtle. Both female and male may be subjected to sexual harassment, albeit most victims of sexual harassment are the females. |
RTM-AKTU attaches high priority to prevent the sexual harassment offenses, e.g. sex-related remarks, un-welcome sexual advances, or other conduct of sexual nature by the students, teachers and any other staff of the university. The ZERO tolerance policy is strictly followed as soon as cases/allegations are proved beyond reasonable doubt. In order to curb sexual harassment, RTM-AKTU will arrange seminars, discussion and meetings at the University and raise awareness about sexual harassment. In addition, RTM-AKTU forms a Sexual Harassment Committee in the University to address complaints of sexual harassment issues. It establishes a process by which the victim can file a complaint in confidence. The process will allow the victim, victim's guardian, and lawyer or authorized person to lodge a complaint on victim’s behalf orally or in writing.
Policy of Zero Tolerance
An employee or student may be terminated or expelled immediately if he/she is caught stealing, using or possessing drugs in the university, willfully destroying or damaging property, perpetrating fraud, engaging in physical or mental violence, teasing, harassment or sexual abuse, ragging, is absent without leave, is habitually negligent in carrying out assigned duties, or is engaging in activities that may be termed as conflict of interest or subversive to the country. RTM-AKTU considers all these acts as under its Zero Tolerance Policy.
Whistle – Blowing Policy
Whistle blowing is defined as the disclosure of information through a preferable media, of a perceived wrongdoing in an organization, or the risk thereof, to individuals or entities believed to be able to effect action.
Any individual or organization working with or for RTM-AKTU, including its employees and volunteers, must be vigilant for signs of misconduct by individuals or organizations working with or for RTM-AKTU. They are encouraged to report any serious concerns that they have, without fear of punishment or unfair treatment, and guidance how to raise these concerns with the relevant individuals is provided. Concerns may include either financial or non-financial nature in the form of emotional or physical harassment, blackmailing or sexual harassment, etc.
Such complaints if detected must be reported immediately to the established HOTLINE numbers without any fear or hesitation. Such reporting is mandatory as the soonest time possible. All RTM-AKTU employees and students must follow the guiding principles for such a complaint for reporting:
If anyone who tries to deter, intimidate or victimize an individual in a bid to prevent them from reporting a suspicion, will be subject to serious disciplinary actions and, if appropriate, may be reported to the relevant legal authorities of the country.
Strict disciplinary action will be taken against any employee or student of RTM-AKTU violating the above work place policy and code of conducts. However, it would be based on the following RTM-AKTU’s regulations for initiating disciplinary action against any defaulter. Expulsion from RTM-AKTU will follow the guidelines of UGC and University. The University Authority may take one or more of disciplinary measures:
Employees given termination for cause will receive all earned salary and unused annual leave and any voluntary contributions he/she has made to the Provident Fund. Employees terminated for causes are not eligible to receive RTM-AKTU's contributions to the Provident Fund.
If the whistle-blower has reason to believe that their suspicion has not been properly investigated, or that some material facts have not been taken into consideration in the investigation, they should raise their concerns with the Vice Chancellor (VC) of RTM-AKTU. After a second investigation, the VC will notify a decision as to what action will be taken for the case.
RTM-AKTU Committees
RTM-AKTU formed different committees and cells to implement the Code of Conduct and ensure the healthy workplace environment:
Confidentiality
The University recognizes that confidentiality is important. The committee or the individuals who are responsible for investigation and disciplinary action will take all measures to ensure the confidentiality and privacy of individuals reporting or being accused.
Decision Making Process
Different committees will make recommendations based on their investigation of available evidences and information and send it to the Syndicate through Vice Chancellor for final decisions.
Applicability of the Policy
The Policy has come into force with effect from 01 January 2021. All staff and faculty members and students will be under its purview.
The detailed printed copies of the RTM-AKTU Code of Conduct are available in the library. Copies may also be purchased from the Registrar Office…
