Comliance Policies
Policies establish a framework and set standards that guide us how we should conduct ourselves as a member of the University community. This includes how we should perform our jobs, make decisions, interact with one another and perform or manage the operations and activities of the University in order to achieve the strategic goals set by the Board of Trustees.

Each department may issue its own policies and procedures, which follow these policies and procedures in addition to following:


  1. Code of Conduct
  2. Standards of Integrity
  3. Confidentiality and Privacy
  4. Conflict of Interest
  5. Human Resources
  6. Third Party Relationships
  7. Use of University Resources
  8. Retaliation Prohibition Policy
  9. Fair Employment Practices



  1. Standards of Integrity
Integrity is about people doing the right things at all times and in all circumstances. 

UOS staff can meet the standard of integrity by: 

  • Upholding the values of the University in the academic work of learning and teaching, in the research of students, faculty, researchers and coordinators.
  • Behaving in an ethical manner.
  • Performing all duties with professionalism, accountability, competence, trust, responsibility and honesty.
  • Focusing on solutions rather than fault and blame.
  • Acting with initiative.  
  • Adhering to the university bylaws & regulations, polices, and contracts.
 

When members of the University community operate with integrity, it generates trust, enhances communication, improves the University's culture, and supports the University's strategic directions.


  1. Confidentiality and Privacy
The University is the custodian of many types of information, including information which is confidential, proprietary and private. Individuals who have access to such information are expected to:  

  • Be familiar with confidentiality and privacy policies in the University
  • Comply with bylaws, policies, directives and agreements in pertaining to access, use, and protect the information.
  • Avoid discussing or disclosing any of the confidential or private information
  • Report any unauthorized access to the information to your senior manager

Computer security and privacy are also subject to University bylaws and policies. The public's right to information access and the individual's right to privacy are both governed by Governmental law as well as by the University bylaws, policies and procedures. The university respects the privacy of employees' personal information and limits the access to their personal records to those who have appropriate authorization level.  Legal provisions and the policies are based upon the principle that access to information concerning the conduct of personal business is a fundamental and a necessary right of every person, as is the right of individuals to privacy.


  1. Conflict of Interest
A conflict of interest exists where there is a potential or actual divergence between the personal interests of a University member and that member's obligation to uphold the interests and mission of the University.  In a conflict of interest situation, an impartial observer might reasonably question whether actions or decisions taken by the University member on behalf of the University are influenced by consideration of personal interests. 

Conflict of interest situations take many forms. Examples include, but are not limited to, cases in which a University member: 

  1. Conducts a review, assessment or evaluation of a project or colleague, the outcome of which may affect the university member's personal interests.
  2. Conducts or participates in a research project which may affect his or her financial interests or those of a related business.
  3. Is party to a decision on the part of the University to enter into a contract that may affect a family
  4. Member's financial interests.
  5. Supervises a graduate or undergraduate student employed by a business in which the University member has a financial interest.
  6. Grades work done by a student to whom the University member is related or with whom he or she has an intimate personal relationship.
  7. Participates in a University recommendation or decision that affects the employment of a partner, spouse or other family member.
  8. Uses University resources for private business purposes.
  9. Uses information acquired in the course of University activities, which is not in the public domain, to advance their personal or financial interests or those of a related business.

  1. Human Resources
  • The University of Sharjah is an institution dedicated to the pursuit of excellence and facilitating of an environment that fosters this goal. Central to this institutional commitment is the principle of treating each community member fairly with respect.
  • The University prohibits discrimination, harassment and provides equal opportunities to all community members, with preference in hiring Emirati citizens. Where actions are found to violate this standard, the University will take prompt action to cease the offending conduct, prevent its recurrence and discipline those responsible.



  1. Third Party Relationship
Third party business dealings, whether with students, suppliers of products and services or contractors must be based on lawful, ethical, efficient and fair practices. We must fully refrain from offering or accepting anything of value to obtain an improper advantage in accepting products or services and conducting business transactions. In our supplier and contractors relationships, we do business only with those suppliers and contractors that comply with the University bylaws and other related laws. The integrity of our third party dealings is fundamental to building and preserving the reputation of University and its diversified community. Conversely, unethical third party dealings can seriously damage our reputation.

Things to consider when reviewing this policy include any background information that indicates the possibility of improper business practices or relationships that could improperly influence decision-making, including:

  • Any request to pay a commission prior to obtaining business or payment of commissions outside of the jurisdiction in which services are provided
  • Any request to document a transaction with a third party in a way that does not accurately reflect the true nature of the transaction
  • Selection of suppliers with no competitive bidding
  • Potential conflicts of interest in third party selection or directing business activity to a third party owned or managed by a close relative or a good friend



  1. Use of University Resources
University resources are reserved for business purposes on behalf of the University. They cannot be used for personal gain, and cannot be used for personal use except in a manner that is incidental and reasonable in light of the employee's duties. 

University resources include, but are not limited to: 

  • Use of University systems (e.g. telephone systems, data communication and networking services) and the University domain for electronic communication.
  • The use of University equipment (e.g. computers and peripherals, University vehicles).
  • The use of petty cash, and the time and effort of staff, students and others at University of Sharjah.


  1. Retaliation Policy
The Policy Prohibiting Retaliation serves to foster the University's commitment to compliance with the bylaws, regulations and policies governing the University and its operations. It ensures that members of the University who, in good faith, raise a concern regarding an actual or potential compliance violation are not subject to any type of retaliation.

Reporting "in good faith" means the person who is making the report has a reasonable basis to believe that there has been or may have been a violation of the bylaws, regulations or University policies or that there is a reasonable possibility that such a violation may occur in the near future.  Employees who make false reports shall not be considered to be acting "in good faith".

Anyone involved in or attempting involvement in retaliation or retribution against an individual who reports, in good faith, an actual, potential, or suspected issue regarding compliance with applicable laws, regulations or University policies shall be subject to discipline in accordance with the University policies and bylaws.



  1. Fair Employment Practices
A pillar of our competitive strength is our diverse workforce that includes people from many different cultural backgrounds. We are committed to creating and fostering a culture of respect and fair employment practices that prohibits all forms of illegal discrimination.

We recruit, hire, discipline, dismiss, compensate, promote and provide other conditions of employment in compliance with applicable law and in a manner that respects the diversity of our employees. We also comply with local requirements or local cultural norms in as much as the norms are consistent with applicable law. Regardless of personal background or characteristics, we rely on each other to perform our job duties so that we (and the University) may reach our full potential.

In order to achieve this goal, all employees must be treated with respect and dignity in all interactions. We expect all employees to be cognizant of, and to embrace, the cultural differences that exist between us. We observe University bylaws and all applicable labor and employment laws.