Issued: 31.01.2025
As part of its commitment to fostering an inclusive, ethical, and rights-based institutional culture, Baku Eurasian University has developed and implemented a robust Internal Reporting Mechanism and a comprehensive Grievance Procedure for all staff members. These frameworks are designed to uphold the highest standards of integrity, fairness, and transparency in line with international best practices and the principles enshrined in the United Nations Sustainable Development Goals (SDGs).
The university shows its commitment to establishing a secure, equitable, and supportive workplace where academic and administrative personnel can flourish both personally and professionally by implementing these methods. This method reflects our strategic goal for moral, inclusive, and sustainable higher education and makes a significant contribution to the achievement of several SDGs.
Confidential Internal Reporting System
The university maintains a secure and confidential internal reporting system to enable employees to disclose concerns relating to unethical conduct, violations of university policy, unlawful practices, or any other behavior that undermines the institution’s values. The mechanism guarantees full confidentiality for whistleblowers and prohibits any form of retaliation or disadvantage resulting from the act of reporting. This initiative supports SDG 16: Peace, Justice and Strong Institutions, by reinforcing mechanisms for transparent, accountable, and inclusive decision-making at all levels.
Reports can be submitted through designated reporting channels, including secure digital platforms, anonymous submission boxes, or directly to appointed ethics and compliance officers. All disclosures are reviewed impartially and investigated in accordance with established protocols to ensure due process and equitable outcomes.
Formal Grievance Procedure for Employment-Related Matters
The university equally recognizes the importance of a structured and accessible grievance procedure to address employment-related concerns, including issues such as discrimination, harassment, conflict, work conditions, and violations of staff rights. This mechanism is a core component of our efforts to promote SDG 8: Decent Work and Economic Growth and SDG 10: Reduced Inequalities, ensuring that all staff—regardless of position, gender, ethnicity, or background—are treated with dignity, fairness, and respect.
The grievance procedure is designed to be:
Accessible: Clear information is provided to all employees on how to raise a grievance.
Responsive: All complaints are acknowledged promptly and processed without undue delay.
Fair and impartial: Investigations are conducted with neutrality, ensuring that all parties are heard and treated justly.
Protective: All individuals involved are protected from retaliation, secondary victimization, or any detrimental consequences related to the process.
Grievances should be submitted to the Human Resources Office, not depending on the nature of the issue. Support services such as counseling and legal guidance are available to staff throughout the process.
Commitment to Continuous Improvement
These procedures are periodically reviewed and updated by our university to take into account changing requirements for international law, university governance, and human resources management. To make sure that all employees are aware of their rights and obligations and that institutional procedures continue to be fair and effective, training sessions, awareness-raising campaigns, and policy audits are conducted.
