Bahir Dar University

Bahir Dar Institute of Technology

(Senate Approved )

Staff Code of Conduct

April. 2014

Bahir Dar, Ethiopia

Table of Contents
PART ONE: Preamble' ............................................................................................................................................ 1
Part Two: Short Title & Definitions ..................................................................................................................... 3
Article One: Short Title .......................................................................................................................................... 3
Article Two: Definitions ......................................................................................................................................... 3
ARTICLE THREE: Gender reference ........................................................................................................................ 4
PART THREE: Values of the University, Obligations of & Misconducts by Staff members ........................... 5
ARTICLE FOUR: Values of the BiT .......................................................................................................................... 5
ARTICLE FIVE: Obligations of and misconducts by staff members ".............................................................. 6
ARTICLE SIX: Prohibited acts .................................................................................................................................. 8
PART FOUR: Procedures for disciplinary Hearings & Appeals .............................................................................. 9
ARTICLE SEVEN: BiT Staff Affairs Committee ........................................................................................................ 9
ARTICLE EIGHT: Powers & Responsibilities of ISAC .............................................................................................. 10
ARTICLE NINE: Powers &. Responsibilities of the Chairperson of; the ISAC ......................................................... 10
ARTICLE TEN: The form and content of the complaint ....................................................................................... 11
ARTICLE ELEVEN: Commencement of hearings ................................................................................................... 12
ARTICLE TWELVE: Appeal Procedures ................................................................................................................. 14
PART FIVE: Disciplinary Sanctions ....................................................................................................................... 15
ARTICLE FOURTEEN: General Principle................................................................................................................ 15
ARTICLE FIFTEEN: Sanctions for minor breaches of Conduct .............................................................................. 15
ARTICLE SEVENTEEN: Miscellaneous Provisions ................................................................................................. 18

BiT Staff code of conduct 2

 PART ONE: Preamble'

Cognizance of the fact that each staff member of the Bahir Dar Institute of Technology, is a
principal role-player in the realization of the institutions mission of 'becoming a center of
excellence in teaching, research and community service. Therefore it is expected to exhibit a
high degree of professionalism and personal integrity consistent with the pursuit of ethical
behavior in the conduct of his/her responsibilities,

Whereas, the Institute as a community holds certain shared values in light of which
its actions are to be measured and governed and which values need to be identified and
documented so that any form of deviations could be judged by clearly set standards of
conduct,
Whereas, staff members are expected to act honestly, conscientiously, reasonably and in
.good faith at all times having regard to their responsibilities, the interests of the 'institution
and the welfare of colleagues and students under predefined rules and regulations,

Whereas, it is imperative to issue a rule/bylaw with the objectives of promoting a

harmonious, safe and collaborative work environment at Bahir Dar Institute of Technology
(BiT) through the establishment of general guidelines which are designed to ensure that the
institute operates efficiently and effectively and that the staff is treated fairly and equitably
on the basis of such pre-informed rules,

Whereas, there is a need to provide guidance to all Bit teaching, research, technical and
professional staff on the minimum standards of conduct required by the institute, define
breaches thereof, and describe the consequences of such breaches of conduct,
Whereas, the BiT council has the right and the responsibility to enact a bylaw aimed at
these objectives,
Accordingly, therefore, the BiT BiT Council, by its power given under
IOT Autonomy Directive (2013), hereby issued this code of conduct which identifies those
commonly held values and associated behaviors the violations of which may be cause for
disciplinary/corrective action up to and including termination of employment

This Code of Conduct shall be binding to all faculties including causal and seasonal
contractors, honorary, adjunct and visiting appointees, and other personnel get involved in
BiT affairs including the BiT Council and its committees.

BiT Staff code of conduct 2

 Part Two: Short Title & Definitions

Article One: Short Title

This piece of legislation may be cited as Bit Code of Conduct-2014 or BiT Academic,
Technical and Professional Staff Code of Conduct-2014.

Article Two: Definitions

Unless the context dictates otherwise,

1. Academic Staff shall mean a person employed by the institute on fulltime or
part-time basis as a teaching and/or research staff.
2. Technical staff shall mean a person employed the institute on fulltime or
part-time basis as a technical staff for laboratories and workshops.
3. Professional staff shall mean a person employed the institute on fulltime or
part-time basis to work in professional works other than those mentioned in 1 and 2 of
this article (article two).
4. 'Immediate supervisor' shall mean a person or persons working with an official
capacity recognized under the institute/university's organizational structure.
5. 'The university' shall mean the Bahir Dar University that has legitimate
affiliation with the institute.
6. The Institute mean Bahir Dar Institute of Technology (BiT)
7. Scientific Director mean the executive chief of the BiT.
8. Director means head of a particular Academic and/or Research Unit
9. Supervisory Board mean the supervisory of the BiT
10. 'The institute community' shall mean academic and non-academic staff,
students and other persons who are lawfully present in the institute's premises
seeking for or rendering services.
11. Communities mean a gender group, age group or ethnic group or religious

BiT Staff code of conduct 3

 group or any other similar bodies.
12. 'Conflict of interest' shall mean a clash between one's private interest with that
of
the Institute which emanates from financial interests, family and/or business
relations, and other similar types of interests putting the staff concerned to be
biased or creates a feeling on others that there may be bias in that specific
situation.
13. Integrity mean adherence to values, principles and ethics laid down in this
code of conduct, other intuitional rules and regulations, whilst executing
institutional activities.
14. Diligence mean maximum care a staff expected to exercise to avoid harm to
other persons, property, systems, effort to attain the highest possible
performance standards, and contrarily avoiding use adductive drugs and
alcohols that may impair judgment or professional performance.
15. 'A complaint' shall mean a formal accusation supported by evidence relating to
a certain misconduct by a staff member which may be made by a colleague, a
head of the department or a scientific director(s) of BiT or a director of
Academic and/or Research unit , or by any other member of the institute
community having a direct or indirect knowledge of the circumstances of the
case.
16. BiT Council' shall mean the council that has been established at BiT level as
per the stipulation made under organizational structure and IOT Autonomy
Directive 001/2013 of the Ministry of Education and BiT Legislation.

ARTICLE THREE: Gender reference

References made in the masculine shall mean to refer to .the feminine gender as
well.

BiT Staff code of conduct 4

PART THREE: Values of the University, Obligations of & Misconducts
by Staff members

ARTICLE FOUR: Values of the BiT

1. The institute shall have the' responsibility to live up to the

commonly held values that are deemed peculiar to same and any civilized
member of the society.

2. Accordingly, the staffs shall, in all times, give RESPECT TO OTHER

PERSONS. To that end members of BiT staff are obliged to
treat all others with whom they come into contact during the discharge of their
duties (including staff, community members, students and all other clients) with
courtesy, in a prompt manner and with due consideration for any special needs
they might have.
3. In accordance with the constitution's dedication to multiculturalism and the
maintenance of a tolerant, mutually respectful learning environment, staff shall
treat other persons equitably, irrespective of gender, sexual orientation, disability,
health conditions, cultural, religious, ethnic or political background, marital
status, age, or any other forms of distinctiveness.
4. All academic staffs shall ensure the value of INTEGRITY being respected in their
affairs
related to their work. By virtue of becoming a staff member or officer of the
institute, an expectation of trustworthiness is placed upon each person. Staff
and officers are expected to demonstrate their trustworthiness in their use of institute
resources, management of access to information and decision-making
activities. Similarly, activities involving supervision of others (staff or students),
.research and the production .of works connected .to the University should be

BiT Staff code of conduct 5

 conducted with this inherent need for trustworthiness in mind.

5. BiT academic, technical and professional staff and officers shall conduct themselves
with HONESTY, integrity and propriety. Staff members are expected to consciously'
avoid instances where a conflict (or reasonable perception therefore) may or will occur
between one's private interests and those of the institute (or those of their role as a
member of the institute).
6. Institute of Technology aims at achieving the highest standards of excellence in all
aspects of its services. Accordingly, staff members shall contribute to the realization of
this aim by discharging their duties efficiently: and with proper DILIGENCE, care and
attention.
7. Institute staff members shall carry out their duties in professional, responsible
and conscientious manner, and be accountable for their official conduct and decisions.
Staff may not undertake or be required to undertake tasks for which they are not trained,
qualified or employed to perform.
8. Institute staff members shall have a duty of care to avoid harm (physical or
other) on others. Such duty of care shall extend up to ensuring information or
advice provided is accurate and appropriate and to the provision and maintenance
of a safe working environment to all staff and customers.
9. The institute strives to live up to its value of ECONOMY AND
EFFICIENCY in the use and implementation of its resources of whatever purpose.
Thus, staff members shall have the duty towards ensuring the effective and
responsible management of the resources that are provided for them to be used for
teaching, research and other related purposes.

ARTICLE FIVE: Obligations of and misconducts by staff members "

Staff members

1. Shall be present in their work place in accordance with calendar and schedule
in fit condition and may only be absent up on proper permission for good
cause, the sufficiency or otherwise of which to be

BiT Staff code of conduct 6

 decided by their immediate supervisors.
2. Shall discharge their duties in an efficient and competent manner which
enables them to maintain the specified standards of performance level as per
their employment contract, the University/BiT legislation/BiT regulation
and/or the relevant employment laws of the land.
3. Shall comply with lawful and reasonable instructions of their employer and/or
immediate supervisor.
4. Shall neither use, nor allow the use of property,' resources or funds for private
(personal) purposes other than basic correspondence such as e-mail, which
does not cause additional cost incur to the Institute.
5. Not demand, claim or accept any fee, commission or benefit from any
person(s) other than the institute in payment for any matter or thing concerned
with their duties and responsibilities, nor to accept any gift or favor from any
source which could be seen as influencing a business relationship.
6. Notwithstanding provision stated in this Article, sub-article (5), a staff is
entitled to receive consultancy/service fees already indicated in a contract with
the institute or a third party.
7. Notwithstanding the possibility of expressing one's stance relating to
scholastic discussions and debates, shall respect the opinions of others.
8. Shall not engage in any acts of harassment and/or, intimidation.
9. Shall avoid any form of conflict of interest.
10. Shall ensure procedural fairness in all their professional activities and
decisions as
academicians, technicians and professionals and consultants.
11. Shall treat all community members including students with decency, respect
and due attention to values of the institute/ university as described under
ARTICLE THREE of this Code of Conduct.
12. Shall volunteer to be withdrawn from the process where decisions involving a
personal relationship (such as marking assignments or examinations,
recruitment,
promotion of staff and awarding financial assistance) may lead to a real or

BiT Staff code of conduct 7

 perceived conflict of interest.
13. Shall seek and obtain prior approval from an immediate supervisor before
undertaking any outside work that fundamentally shares the time that such
staff is obliged to spend on institute's academic and/or administrative and
related responsibilities.
14. Shall undertake or assist the undertaking of researches in a manner consistent
with intellectual honesty and the public interest.
15. Shall inform to the concerned institute authority any acts of
maladministration,
corrupt behavior, fraud, or any similar misconduct that have come to their
knowledge.
16. Shall ensure the accuracy and integrity of research data respect and recognize
other scholars' findings.

ARTICLE SIX: Prohibited acts

The following shall, in addition to what has been stated under Article Four, be prohibited
behaviors for any staff in all circumstances:

1. Assaulting or threatening to assault any employee, student, or visitor on institute

premises.
2. Possessing risky materials such as firearms, explosives, or similar lethal weapons
within the institute premises having no legal right for so doing.
3. Having unauthorized possession an inappropriate to ones duty or removing, the
institute's belongings, another staff member, student, or visitor.
4. Submitting a false claim or institute record willfully or with gross negligence.
5. Deliberately or recklessly acting, or failing to act, in a manner resulting in serious
damage to institute property.
6. Accepting gifts or their type in return merely for the service they are rendering
under their institute employment contract.
7. Using or availing to be used by others institute information for personal gain.

BiT Staff code of conduct 8

8. Misrepresenting one's personal view as the institute's position that unduly
threatens the latter's social, political or any other kind of reputation
9. Being found for acts of plagiarism.
10. Being apprehended for substance abuse that adversely affects one's responsibility
under the employment contract.
11. Destroying or causing the destruction of institute property in a manner that
tampers with the institution's value of economic and efficient use of resources.
12. Tempering the information communication systems at the institute by mechanical or
virtual or other means including intentional unauthorized access to server resources or
data bases of the institute, or obstructing/ intruding or causing loss to individual
staff/employee/customer computer system or correspondence.
13. Involvement in actual sexual rape, or premeditated murder on BiT/university campus.
14. Insult against any community or displaying expression(s), the way that dishonor
dignity of that particular community as the whole.
15. Misuse of position or authority to help or harm fellow subordinates/colleagues or
another person.
16. Failing to discharge repeatedly any of the obligations specified under ARTICLE
FOUR of this code.

PART FOUR: Procedures for disciplinary Hearings & Appeals

ARTICLE SEVEN: BiT Staff Affairs Committee

1. BiT shall have Staff Affairs Committee, designated as (ISAC), the constitution, the
establishment procedure and the membership of which shall be determined i in
accordance with Article 56 of the University Legislation or Article _____ of BiT
Legislation..

2. The Committee shall formulate its own rules of procedure for handling its day to

BiT Staff code of conduct 9

 day activities.
3. The venue for its hearings shall be at the institute's Deputy Scientific Director, who,
according to the BiT Legislation, shall serve as the Committee's chairperson.
4. Where a complaint is submitted relating to the misconduct of the chairperson of
the ISAC, or any member of the ISAC, the hearing shall be chaired by the Scientific
Director of the institute or his/her proper delegate with the exclusion of any of those
against whom the complaint has been made.
5. Where such person has been found out to be guilty of the accusation, he shall,
notwithstanding the appropriate penalties to be imposed following the conviction,
be automatically removed from the ISAC membership, or the chairmanship.
6. The Scientific Director or his deputy shall call for a general meeting for a new election
to fill the vacant membership position.

ARTICLE EIGHT: Powers & Responsibilities of ISAC

The Committee
.

1. Shall hold a meeting at least once in four weeks time unless there is a cause that calls
for shorter interval.
2. Shall ensure that all its decisions are strictly in adherence to the regulations of the
institute/university and this code of conduct.

3. Shall have the power to interpret this code in a manner consistent with the Supervisory
Board regulations, the Higher Education Proclamation, and any other substantive or
procedural laws of the land that may help it in one way or another to arrive at fair, just,
and equitable decisions.
4. Shall have the power and responsibility to propose to the BiT any amendment,

ARTICLE NINE: Powers &. Responsibilities of the Chairperson of; the ISAC
The Chairperson

BiT Staff code of conduct 10

1. Shall preside in all the hearings of the Committee, except complaints are against
Scientific Director/President, which requires chairmanship of Chairperson of
Supervisory Board.

2. Shall receive and bring to the attention of the Committee any complaints on a staff
member relating to the violation of this code.

3. Shall keep records of the committee relating to filed complaints, decisions of

guilt or innocence and documentary evidences that have been presented, if any.
4. Shall have the responsibility of ensuring that the complaints are filed in the form
of and with the inclusion all the required elements specified in this code.
5. Shall redirect a complaint with the necessary advice to the complainant on how to
correct same where any of the formal or the substantive requirements is missing
from it and such irregularities may not be corrected on the .spot in his
involvement.

ARTICLE TEN: The form and content of the complaint

1. A complaint shall be submitted in writing to the chairperson of the ISAC.

2. If the complaint relates to the misconduct of the chairperson or any member of the
ISAC, it shall be submitted to the Scientific Director of the institute.
3. A complaint may be submitted anonymously where there are convincing reasons
for so doing, the acceptability or otherwise of which shall be determined during
submission of the complaint to the chairperson-of the ISAC.
4. The compliant shall, at the minimum contain,
a) Full name and address of the accused and witnesses, if any.
b) The specific ARTICLE of this code or other relevant legislation provision
that has been allegedly violated.
c) The date, time, location, persons involved during the incident and any
other relevant fact that has bearings on the proper disposition' of the case
under investigation.

BiT Staff code of conduct 11

d) Brief description of the incident narrating as to what occurred.
e) Any documentary evidences such as witness statements, police and/or
housing service persons' reports, photographs and any other material
evidence that the complainant thinks might prove his case,
f) The date of submission of the charge and signature of the complainant, if
anonymity is not preferred and/or not justified under the circumstances.
5. The right of any person to lodge a complaint shall be barred if it is not presented within
5 working days to be counted from the occurrence of the alleged misconduct or from
the time that the complainant has known of the misconduct.
6. Notwithstanding SUBARTICLE (5) of this ARTICLE, no complaint may be
submitted after six month of the occurrence of the misconduct.
7. Each ISAC shall develop a standard format for complaint submission which shall be
made accessible at the chairperson's office for anyone in need of lodging a complaint.

ARTICLE ELEVEN: Commencement of hearings

1. The chairperson of the ISAC may handle or cause to be handled an investigation of the
matter with a view to gather further evidences, to facilitate the right of the accused for
speedy trial, to help the committee arrive at fair, just and rightful decision.

2. If accused is Scientific Director, BiT Council shall designate two senior academic staff
members whom well known with acceptable conducts, to attend all hearing at the status of
observers in order to witness neutrality of the hearings and if they feel the hearing is not being
conducted in neutrality, they shall suggest corrective measures and may make their comment
public.

3. The investigation shall follow careful procedures that may not unduly destroy the
accused persons reputation, the safety of witnesses as well as the evidences.
4. The ISAC shall notify the accused the date, time and place of the hearing before
three working days.
5. On the date fixed for the first hearing, a preliminary conference shall be held in

BiT Staff code of conduct 12

 which the chairperson shall read the: compliant to the accused with utmost clarity and
shall give the latter the opportunity to ask for any clarifications on the contents of the
complaint.
6. In this preliminary conference, the accused shall be informed of his rights in the
disciplinary hearings, the possible penalties that may be imposed if found guilty
of the specific compliant or complaints and his right to present any evidence in.
defense of the charge.
7. The chairperson, after reading the complaint and made sure that the accused has
understood same, shall ask the latter what he thinks of the allegation.
8. If the accused keeps silent or denies with reservation or out rightly, the
chairperson, in consultation with the ISAC members, make an appointment for
the formal hearing of witnesses and dismiss the accused.
9. The chairperson shall make the necessary arrangements for the formal hearing by
informing the witnesses well in advance, organizing the documentary evidences,
and other matters with a view of conducting a swift as well as fair hearing.
10. Except in cases of anonymous complaints, the complainant shall appear as a
prosecutor in presenting the evidences, explaining the incidents or incidents
examining witnesses and for all other practical matters.
11. After the one side of the story is heard, the accused shall be given the chance to
defend himself, where the committee believes that there is a case to be defended.
12. If, however, the committee has been sincerely convinced that the complainant has
no case to be defended, it shall close the file forthwith.
13. After hearing the defense, the committee shall decide on the guilt or innocence of
the accused.
14. Where guilt has been established, the committee shall state same with the
necessary reasoning which shall, at least include, the summary of the facts, the
evidences presented to prove those facts, the evidences presented to defend same
and why they fail to meet the expectation of the party who presented them.
15. The committee shall recommend the possible penalty or penalties that need to be
imposed considering the gravity of the case and other related factors.

BiT Staff code of conduct 13

16. The chairperson shall inform the accused as to his right of appeal and provide him
with a copy of the decision. Similarly, where a complaint has been dismissed
without hearing the defense evidence or where the accused has been found out to
be innocent, the chairperson shall inform the right to the complainant of his right
of appeal to the appropriate channel.
17. The penalty shall be approved by the BiT Council. Where the
penalty relates with dismissal of the staff, the Council shall direct its approval to the
the University senate for Final Decision. The Scientific Director of the institute shall
enforce the penalty that has been approved by the Academic Commission except cases
of dismissal.

ARTICLE TWELVE: Appeal Procedures

1. Any party who has been aggrieved by the decisions of the ISAC may lodge an
appeal to the BiT Council.

2. The BiT Council shall have the right and responsibility to look into any irregularities
of the
decisions relating to matters of law and facts.
3. The BiT council may call up on any number of the members of the ISAC for a better
appreciation of the facts of the case.
4. If it finds out that there has been irregularities in the proceedings relating to fact
findings, evaluation of evidence, interpretation of the code's provisions or
application of the appropriate provision, it may redirect the case back to the ISAC
with a specific recommendation of the issues to be reconsidered and the time
within which the ISAC shall give its decisions on same.
5. The BiT council may reverse, modify, or approve the decisions made by the ISAC the
details of which must be communicated to the appellant in writing.
6. The BiT council may also decide to hear the case by itself where it believes that the
ISAC
may not handle the matter up to its expectation in that particular circumstance.

BiT Staff code of conduct 14

7. The enforcement of the penalty shall be stayed up until the BiT gives its decision in
the appeal application.
8. Where a party is still dissatisfied by the decisions of the BiT, he may lodge
another and final appeal to the Supervisory Board or President of the University who
shall give an administrative decision in consultation with the concerned persons.
9. The President shall have the responsibility to see the appeal relating to matters of law
and not to matters of facts.
10. The decision of the ISAC shall be enforced after the rendition of the decision on
the appeal by the Council.

PART FIVE: Disciplinary Sanctions

ARTICLE FOURTEEN: General Principle

The sanction to be imposed may vary taking into account the intervening variables, the
accused persons involvement in past breaches, the particular circumstances of the case,
his
current disposition, his conviction for change or otherwise, and other considerations that
the ISAC thinks to be appropriate for the betterment or worsening of the penalty that
need to be imposed.

ARTICLE FIFTEEN: Sanctions for minor breaches of Conduct

1. Breaches against conducts specified in Article-Four and not comply with obligations
spilled out in Article-Five of Code of Conduct shall be categorized within minor
breaches.
2. The minor breaches may be handled administratively unless it is implicated with
serious breaches, which require ISACs involvement.
3. Head of school or an academic unit, equivalent to school, who has power for
administration of the minor breaches, may seek a decision of BiT council he/she is
leader of.

BiT Staff code of conduct 15

4. The administrative measures may take anyone or the combination of the following
sanctions for breaches that it deems as mixer:

a. COMPENSATION: An accused staff who has been found guilty of

misappropriation, destruction or of similar type of breaches relating to the
institute property or the property of a member of the institute community shall be
required to reimburse its value if reimbursement in kind is not possible any such
payment refund shall be limited to actual cost of repair or replacement.

b. WRITTEN WARNING: The administration may give a written warning as a penalty

or an addition to another lesser or grave penalty with predefined consequences. It, at the
minimum, signifies to the staff member that he is given another chance to conduct
himself as a proper member of the institute community that any further violation may
result in more serious penalties. Unless a matter is so serious as to warrant instant
dismissal, an accused shall be entitled to be warned about disciplinary breaches and to
be told of the manner in which their performance or conduct must improve.
c. FINE: A fine of not exceeding fifty percent of one month salary may sanction
administratively either as a sole penalty or as an additional penalty together
with other lesser or grave penalty.
2. Any written warning shall include:
a) The specific disciplinary breach or breaches that have been proved against
the convicted staff and the respective code or legislative provision that has
been breached;
b) The corrective action that shall be required of the guilty staff;
c) Where such corrective action demands for a specific period of time within
which the staff must behave, such period of time in which he is expected
to act;
d) The consequences of failure to live up to such corrective measures;

BiT Staff code of conduct 16

e) Reference to any prior warnings or penalties.

ARTICLE SIXSTEEN: Sanctions for Serious Breaches of Conduct

1. Serious breaches are investigated by ISAC

2. Serious misconduct shall mean a behavior that undermines the contractual relationship
of between the employee and the employer and/or threatens the well- being of the
institute or its community.
3. The misconducts stated in Article-Six of this code of Conduct shall be categorized
under serious breaches.
4. Without prejudice to sub-article (3) of this article, serious misconduct includes, but not
limited to, repeated breaches of this code or
any other legislation that calls for a higher penalty than what has been
specified under ARTICLE FIVTEEN.
5. Where the ISAC finds that a breach is serious taking in to account the above sub
articles and any other circumstances, it shall recommend anyone or the
combination of the following sanctions:

a). RESTRICTION: A restriction may be imposed on a staff member barring him from
any privileges that might have been conferred up on him as a any well behaving staff.
This restriction may include, but is not limited to the following: denial of the right to
represent the institution in any way, restriction of participation in committee and other
assignments, restriction of privileges including promotions, scholarship, part time works
and any other related benefits for two-three years if the breach was for the second time.

b. FINE: A fine not exceeding fifty percent of two months salary may be imposed as a
sole
penalty or with a combination of another lesser penalty if not repeated.
c. Dismissal: if the breach is described in Article-6 (sub-Article 13 &15) even if it is the

BiT Staff code of conduct 17

first time violation.

d. DISMISSAL: The ISAC may recommend the dismissal of the staff member for any of
serious breach if repeated more than two or three times as the case may be and such
recommendation shall only be enforced up on the approval by the Scientific Director.

ARTICLE SEVENTEEN: Miscellaneous Provisions

1. This code may not serve as a substitute to the relevant articles of Higher
Education Proclamation and/or the University/Institute legislation,
rather be a supplement to them.
2. Any suggestions for amendment of this code shall be submitted to the ISAC in
writing where it has been initiated by a staff and endorsed by at least 20 other
staff members, or initiated by a staff member and endorsed by ISAC meeting
in absolute majority, or where it has been initiated by ISAC.
3. Any amendment suggestion must be supported by reason or reasons.
4. The BiT Council shall deliberate and decide on the initiated amendment suggestion.
5. This code shall come in to effect up on the approval by the BiT Council.

BiT Staff code of conduct 18