RELATED DOCUMENTS

Research Integrity Policy; Safeguarding and Children Protection Policy; Safeguarding and Children Protection Procedures; Review of Alleged Research Misconduct Procedure.

SECTION 1 POLICY STATEMENT

1.1. University Mohammed VI Polytechnic (UM6P) is committed to maintaining a culture that promotes the prevention, detection and resolution of instances of conduct that do not conform to laws, regulations, policies and procedures, the UM6P Code of Conduct, or rules.

1.2. UM6P considers these acts of reporting, inquiring, or participating to be protected activities that all members of the community are encouraged to pursue without fear of retaliation.

1.3. UM6P strictly prohibits any form of retaliation against individuals within its community who, in good faith, report or inquire about perceived unlawful conduct, or who participate in investigations related to such conduct.

SECTION 2 SCOPE AND APPLICABILITY

2.1. This policy applies to all UM6P community members, including faculty, administrators, staff, and students. In addition, the policy also applies to individuals whom the university contracts to do work on its behalf, including consultants, vendors, and contractors.

SECTION 3 PURPOSE

3.1. This policy aims to foster an academic, research, and professional environment that motivates individuals within the community to confidently report any conduct they genuinely believe to be improper or illegal.

3.2. To delineate the university’s measures for safeguarding individuals or groups within its community from reprisal when they, in good faith, engage in investigations or report purported breaches of policies, laws, rules, or regulations.

SECTION 4 DEFINITIONS

4.1. Good faith allegation: an allegation made with the honest belief that misconduct may have occurred. An allegation is not in good faith if it is made with knowing or reckless disregard for information that would negate the allegation or testimony or willful ignorance of facts that would disprove the allegation.

4.2. Retaliation: constitutes any act, whether conducted directly or indirectly through proxies, targeting an individual due to their sincere reporting of an accusation regarding the infringement of university policy, rule, or regulation, or their involvement in any capacity in the investigation of such an accusation, or with the intent to dissuade an individual from taking such actions.

4.3. Staff and faculty: all employees (full and part time) of the university including but not limited to lecturers, heads of departments, any other staff involved directly or indirectly in research or related activities including technical, clerical, clinical and administrative staff.

4.4. Students: those individuals enrolled or participating in an academic or executive program within UM6P.

4.5. Whistleblower individuals who report in good faith an incident, file a complaint, or express concerns about a policy violation or any other wrongdoing, including retaliation.

SECTION 5 PROVISIONS AND GUIDELINES

General Provisions

5.1. The University expects all UM6P community members to report compliance concerns promptly, including activities that may constitute:

• fraud;
• research misconduct (see Review of Alleged Research Misconduct Procedure);
• waste, abuse, or mismanagement;
• substantial or imminent threats to the health and safety of faculty, staff, students, or the public (see Safeguarding and Children Protection Policy);
• other violations of university policies or procedures; or
• other violations of national laws or regulations

5.2.UM6P does not tolerate any form of retaliation, retribution, or harassment of someone, or their relatives, who has voiced a concern, filed a good faith complaint, or participated in an investigation by UM6P, its board, or any committee thereof.

5.3. This policy does not protect anyone who knowingly makes a false report or provides information in bad faith during an investigation. The University will take appropriate action against any employee, student or associated person who violates this policy.

5.4. Examples of adverse actions that could constitute retaliation include, but are not limited to:

• decreasing one’s access to bonus;
• providing a bad performance review;
• Deny participation in executive trainings;
• reducing a student’s grade.
• decisions regarding vacation, job tasks or promotion;
• terminating employment;
• exclusion from a student organization, academic program, laboratory, or research task;
• creating a hostile environment;
• stalking, harassment, intimidation, or engaging in physical violence;
• threats to engage in any of the actions listed above.

5.5. These actions may not be considered retaliatory if they are based on academic or professional reasons.

Reporting and processing Retaliation

5.6. Reporting and processing cases of retaliation will be conducted in accordance with the Safeguarding and Protection procedures.

Conflicts of Interest in Retaliation Inquiries and Investigations

5.7. In compliance with the adversarial principle, throughout the process the university will take precautions to ensure that the response to a complaint is conducted in a thorough, confidential, competent, objective and fair manner, including precautions to ensure that individuals responsible for carrying out any part of the retaliation proceeding do not have unresolved personal, professional or financial conflicts of interest with the complainant, accused or witnesses.

Record Retention

5.8. All documentation and records related to retaliation inquiries and investigations will be retained and secured for a period of seven years from the date of the completion of the retaliation proceedings.

SECTION 6 REVIEW AND MONITORING STATEMENT

6.1. This policy document is reviewed once every four (4) years, or more frequently when requested by the President or subsequent changes in regulations or accreditation requirements.