DISCIPLINARY PROCEDURE  

Section 1: Purpose

The disciplinary procedure is established to:

Maintain order, ethics, and professionalism within the organization.

Provide a fair process to address misconduct or breaches of the Code of Conduct.

Promote justice, accountability, and rehabilitation.

No individual-regardless of title or status is exempt from disciplinary action.

Section 2: Grounds for Disciplinary Action

Disciplinary proceedings may be initiated for, but not limited to, the following:

Violation of the Code of Conduct

Abuse of power or authority

Corruption, fraud, bribery, or misuse of funds

Discrimination, harassment, or bullying

Dereliction of duty or persistent negligence

Disrespect or insubordination

Conflict of interest without disclosure

Leaking confidential information

Any criminal activity or unethical behavior

Disruption of peace, unity, or respect within the Union

Section 3: Complaint Submission

1. Any member can report a violation through a formal written complaint to the Disciplinary and Ethics Officer or the Secretary General.

The complaint must contain:

Name(s) of the accused

Description of the incident(s)

Date, time, and location (if applicable)

Supporting evidence (if available)

Witnesses (optional but encouraged)

Anonymous complaints will also be considered if credible.

Section 4: Investigation Process

Upon receipt of a complaint:

1. Acknowledgment: The complainant receives confirmation of the report within 48 hours.

Review Panel Formation: Within 5 working days, a Review Panel is convened, consisting of:

Disciplinary and Ethics Officer (Chair)

Legal Advisor

Secretary General

Executive Director

A Neutral Department Head (depending on the case)

2. Initial Assessment: The panel assesses if the case is valid for a formal hearing or dismissal due to lack of evidence.

3. Hearing Notification: If valid, the accused receives a written notice of the allegations and is invited to respond and/or appear before the panel.

Section 5: Hearing and Defense

The accused shall:

Be informed of all charges

Be given at least 3 working days to prepare

Be allowed to present their defense, evidence, and witnesses

Have the right to a fair, unbiased hearing

The complainant and any witnesses may also be called to testify.

All deliberations are confidential and documented.

Section 6: Decision and Sanctions

1. The Review Panel shall reach a decision within 7 days of the hearing. Outcomes may include:

Verbal or Written Warning

Suspension (with or without pay, for leadership roles)

Mandatory Apology or Counseling

Demotion or Role Change

Probation Period

Dismissal from Position

Expulsion from the Organization

2. All decisions must be signed by the Executive Director. If urgent or sensitive, an Executive Order may be temporarily issued by the President, subject to final review.

Section 7: Appeal Process

1. Any person disciplined has the right to appeal within 7 days of the decision. Appeals are submitted to the Appeals Board, which consists of:

Vice President (Chair)

Vice Executive Director

Legal Advisor (if not previously conflicted)

Two Department Heads not involved in the original case

The Appeals Board may uphold, reverse, or modify the decision.

Section 8: Finality and Transparency

All final decisions must be documented and archived securely.

In cases of high-level members, an internal communiqué may be issued to inform relevant stakeholders.

Public disclosures will be made only if deemed necessary for organizational reputation or public interest.

Section 9: Safeguards Against Abuse

Retaliation against complainants or whistleblowers is strictly prohibited.

All proceedings must follow due process and impartiality.

False accusations made with malicious intent may themselves lead to disciplinary action.