Regulations of Gori State Teaching University, LEPL
1. regulations of GSTU (the University) regulates academic, administrative and assisted help employee rights and protects them. Determines rules of hiring /dismissal of employees, duties and obligations of personal, length of paid vacations, working hour and rules of utilization, forms of incentives, bases of disciplinary liability and observing the rules within the university
Paragraph 2 internal regulation sources:
Regulation norms are established on the bases of law of Georgia on higher education, Georgian constitution, General administrative code of Georgia and LEPL Gori State Teaching University statute.
Paragraph 3. university employees should obey rules of regulations.
Taking into consideration specialty, qualification and position of the employee, special work activity or labor agreement contract excluded, a university employee must obey internal regulations and other legal acts, concerning his/her work duties.
Paragraph 4. Scope of regulations
Upholding the rules of regulations is obligatory for university staff.
Unit II. Working and recess time and usage
5. Working time
1.For administrative and assisted personal, 5 working days start at 9.00 o’clock and end at 18.00 o’clock. From August 1 until September 1 day starts at 10.00 and ends at 17.00 and ends at 17.00. Rest hours are from 13.00 till 14.00.
for academic personal, teachers and associate professors is not fixed. During the working day they do their work. Working hours are determined by the timetable of the academic personal.
2. An employee, a breast-feeding mother, shall be granted additional one paid rest hour. For one year upon her request.
3. Length of the working hour is agreed upon university and personal, considering the work type, in accord with Georgian labor law.
4. Considering teaching process requirements, 6 working days and no more then 41 working hours are allowed.
5. Holidays are determined in accord with article 20, Labor code of Georgia
Paragraph 6. Arriving and leaving
1. University personal shall notify starting and leaving the work place in registration journal, even during holidays. The journal is managed by HR.
Paragraph 7. Tardiness
1. An employee is late when he/she appears at work late.
2. Tardiness is excusable or inexcusable in accord with article 8 or the regulation.
Paragraph 8. Excusable and inexcusable missed working hours
1. Missed working hours is excusable if the head of the administration considers oral or written excuses of the employee satisfactory, the head of the administration is authorized to ask the employee to present his/her an employment card.
2. If the excuse is satisfactory the missing hours are considered excusable.
3. If the excuse is not considered satisfactory, university is authorized to use established disciplinary measures.
4. The missing hours are not considered inexcusable if the work of the employee is done outside the university premises, as a consequence of a specific work type and the head of the administration was informed upfront.
5. Missing working hours that is inexcusable and is the fault of an employee shall not be remunerated.
Paragraph 9. Regulations of teacher’s attendance or absence from work
1. Teacher attends his/her duties based on the established “Timetable”, to alter the teachers schedule only on a specific period of time is allowed in accord with dean’s written permission.
2. Teachers absence from work is reflected in special written report, made by the monitoring group, where teacher’s first and last name, name of the faculty, sum of the academic hours are described. The document is signed by the members of the group and is delivered by the dean to the rector during one week.,
3. Teachers, upon dean’s request, is obliged to deliver written explanation of his/her absence from work for 3 days.
4. Teachers is obliged to make up for missed lectures in the same term.
5. If a teacher/lecturer’s absence from work is inexcusable, a rector issues an order to deduct from an employee’s remuneration of one lecture worth for each missed lecture. If the missed lectures are more than 10, rector is authorized to terminate labor contract.
6. Teachers absence is considered excusable in case of illness (or family member’s illness), death in the family or other emergencies, and are confirmed with written form.
7. Absence is also considered excusable if teacher’s addresses the dean of the faculty with special reasoned-introduced excuse form.
8. If students miss lecture, teacher must remain in the auditorium for 15 minutes, otherwise the absence is inexcusable.
9. A “Teacher” is considered academic personal, or invited specialist, who participates in teaching/research activities.
Paragraph 10. Staff obligations during dismissal, business trips or vacation
1. In case of dismissal, en employee must return university property to his/her supervisor or to a person, who replaces him/her in ten days’ time.
2. In case of business trip or vacation en employee must return work related products and documents or give detailed instructions on location of their electronic form.
3. Employee’s vacation must be agreed with his/her supervisor beforehand.
Ethical codes and moral obligations, - uphold by the university staff
Paragraph 11. Staff obligations
1. University personal is obliged to respect human rights, freedom and values.
2. University personal is not allowed to behave unworthy or discredit university despite of place of misconduct or perpetration.
3. Appear under the influence of alcohol or any harmful substances at work is unacceptable.
5. Paragraph 12. Duration of vacation.
6. An employee has the right to enjoy paid vacation leave of at least 24 working days annually.
1. An employee has the right to enjoy unpaid vacation leave of at least 15 working days annually
2. An employment agreement may define the terms and conditions different from those provided for by the article. Such terms and conditions shall not worsen the condition of an employee.
7. an employee is obliged to maintain ethical and moral standards; he/she must introduce himself/herself and should be polite and caring.
8. An employee must keep confidentiality or never divulge work related information even after termination of labor contract.
9. An employee must keep other restrictions, foreseeable with other judicial acts.
Paragraph 13. Procedure for granting leave (vacation)
1. An employee shall have the right to request leave after having worked for 11 months. By agreement between the parties, an employee may be granted leave even before the said period elapses.
2. By agreement between the parties, beginning from the second year of work, a university employee may be granted leave at any time during the working year.
3. By agreement between the parties, a university employee may use leave in parts.
4. Leave shall not include a period of temporary incapacity for work, maternity or parental leave, newborn adoption leave, or additional parental leave.
5.Vocation leave is granted to academic personal, teachers or participant in the scientific-research activities or invited personal during summer recess. By agreement between the parties, employees, foreseen by the article, leave shall be granted any time of the year.
6. Vacation leave of the administrative personal is registered with the order, issued by the head of the administration.
Paragraph 14 Obligation to notify an employer before taking unpaid leave
When taking unpaid leave, a university employee shall notify the rector of the university or head of the administration 2 weeks prior to taking the leave, unless such notification is impossible due to urgent medical necessity or family circumstances.
Commencement of the right to request leave
1. The period for calculating the commencement of the right to request leave shall include the time actually worked by an employee, as well as idle time through the employer’s fault.
2. The period for calculating the commencement of the right to request leave shall not include the time of an employee’s absence from work without a good reason or a period of unpaid leave of more than 7 working days.
Paragraph 16. Exceptional cases of carrying over paid leave
1. If granting an employee paid leave for the current year may have a negative impact on the normal course of the work process, the leave may be carried over to the next year with the consent of the employee. A minor’s paid leave shall not be carried over to the next year.
2. Paid leave shall not be carried over for 2 consecutive years.
Paragraph 17. Leave pay
An employee’s leave pay shall be determined based on the average remuneration for the previous 3 months, and where the time worked by the employee from the start of work or after the last period of leave is less than 3 months, leave pay shall be determined based on the average remuneration of months worked. Where an employee is paid fixed remuneration monthly, leave pay shall be determined based on the remuneration for the last month.
Maternity, Parental, Newborn Adoption, and Additional Parental Leave
Paragraph 18. Maternity leave and parental leave
An employee shall, upon her request, be granted paid maternity leave or child care leave of 730 calendar days
An employee shall, upon his/her request, be granted paid parental leave of 183 calendar days, and in the case of complications during childbirth or the birth of twins, a parental leave of 200 calendar days.
Employees may distribute the period of leave under paragraph 2 of this article at their discretion over the pregnancy and postnatal periods.
Paragraph 10. Newborn adoption leave
Employees who have adopted an infant under the age of 12 months shall, upon their request, be granted a period of newborn adoption leave of 550 calendar days from the birth of the child. 90 calendar days of the leave shall be paid.
Paragraph 20. Payment of maternity leave, parental leave and newborn adoption leave
Maternity leave, parental leave, and newborn adoption leave, shall be paid from the State Budget of Georgia, in accordance with the procedures established by the legislation of Georgia. Employers and employees may agree on extra pay for said periods of leave.
Paragraph 21. Additional parental leave
A university employee may, upon his/her request, be granted, in whole or in parts, but not less than 2 weeks a year, additional unpaid parental leave of 12 weeks until the child turns 5.
2. Additional parental leave may be granted to any employee who actually takes care of the child.
Paragraph 22. Forms of encouragement
1.Administration gives incentives to its employees for their honest, hard work, for their dedication to the university.
Giving letters of gratitude.
Giving valuable gifts.
Couple of encouragement forms may be used as a sign of appreciation.
Paragraph 23. University personal and disciplinary responsibilities
1. University administration imposes disciplinary actions upon any staff members in accordance with Georgian law on higher education, presented regulations, ethical code of conduct, disciplinary responsibility norms, other judicial acts and labor contract.
c) Severe reprimand;
d) 10-day remuneration deduction;
e) Termination of labor contract;
2. Followings also are considered disciplinary misconduct:
a) Biased assessment or evaluation of students’ achievements;
b) Hinder university personal’s work activities in any way;
c) Disobey administrative-judicial act;
d) Insult university personal;
e) Give away falsified or fabricated information;
f) Belated or ineligible syllabi;
g) Advocate for political parties while teaching;
h) Slander colleagues or students’ name;
i) Belittle university’s reputation;
j) Brake societal norms;
3. The university shall determine the appropriate disciplinary actions based on the type and severity of behavior or violation committed.
4. Before imposing penalties, written explanations must be requested from the person, who breaks labor regulations. If the person is on vacation or business trip, punishment takes place after resumption of work based on committee’s decision.
5. Punishment takes place no later than one months after the fact, sick leave or vacation are not excluded.
6. One discipline penalty is relevant to appropriate labor discipline violation.
7. Decision on penalty is presented in accord with the law to a guilty person.
Paragraph 24. Disciplinary responsibility of students
1. University administration imposes disciplinary actions upon students without prejudice and bias in accordance with Georgian law on higher education, presented regulations, ethical code of conduct, disciplinary responsibility norms, other judicial acts
2. Student shall have the right to continue studies while procedures of disciplinary actions are ongoing, except cases, foreseen by university and internal regulation if there is no imminent danger.
3. Faculty council decides imposing measures. Student has the right to attend the hearing.
4. A student has the right:
a) To receive written form of decision on disciplinary actions.
b) To attend the meeting and defend himself/herself;
c) To deliver information/ evidence to relevant unit of the university;
d) To participate in the investigation;
e) To request public hearing;
5. Burden of evidence is on accused, the decision must be supported by evidence and based on Georgian legislation, university regulation, ethical code and responsibility norms and investigated by faculty council.
6. A student has the right for an appeal.
7. Sanctions must be determined by university’s ethical code and disciplinary responsibility norms.
General instructions of occupational and fire safety
Paragraph 25. Occupational safety
1. Occupational safety determines technical, sanitary – hygienic and legal system, related to matters of occupational safety.
2. University strives to create safe conditions for its personal, determined by the labor code of Georgia, to arrange appropriate technical environment and to implement preventive measures.
3. Smoking is forbidden in the premises, except special places for smoking.
Liability for violating occupational safety standards
For violation of occupational safety personal is liable for responsibilities, determined by disciplinary, administrative, material or criminal code of Georgia.
Chapter 27. time and form of remuneration
1. Remuneration is paid once a month, last week of the month;
2. University is not liable for bank system failure, thus paying for damages.
3. Remuneration is paid indirectly, by transferring money to private account in the bank.
4. Banking establishment is determined by the university
Regulations on issuing official orders and university personal.
Paragraph 28. Orders issued on official matters
The rector and head of the administration have the right to issue orders to university personal within the scope of their competences.
Chapter 29. rules of introduction
Official orders of individual nature, if it is not established otherwise, is delivered to the employee personally or through mail. If the letter is not delivered by post office, the person has the right to ask a copy of an order.
Chapter 30. introducing internal regulations
1. Internal rules and regulations are elaborated and adopted by representative council
2. One week prior to final adoption of the regulations, the project is presented to university staff for further introduction, discussion or feedback;
3. Proposals and Notes are not obligatory if they are not related to legal matters.
4. Regulation is posted in special place for information at GSTU, moreover, HR must inform new employee on University’s rules and regulations.
Paragraph 31. Regulation entry into the force timeframe
Regulation will entry into the force after it becomes public in accordance with law.
Paragraph 32. Responsibilities in case of violation of established regulations
In case of violation, a disciplinary liability will be imposed, established by the legislation of Georgia
Paragraph 33. Changes made in the regulations
Changes made in the regulations are conducted in accordance with rules.