Official government website of the Government of the Kingdom of Saudi Arabia 
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Grievance Procedures in Employment Practices
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Grievance Procedures in Employment Practices
Workers' Appeal Process & Grievance Procedures
Qassim University operates within a transparent and structured grievance framework that enables employees to safely appeal disciplinary decisions, resolve employment conflicts, and access legal remedies without fear of reprisal. This includes formal internal interrogation standards as well as electronic dispute filing through the Commission for the Settlement of Labor Disputes.
Human Rights Commission Grievance Support
Qassim University ensures that workers have access to independent, external recourse channels beyond institutional administration to protect their fundamental employment rights. This statutory oversight route through the Human Rights Commission allows staff to submit external grievances and safeguard their rights
Official HR policies platform
The General Department of HR maintains the official documents and regulations regarding the complaints, appeals, and grievance policy for both faculty and staff.
Employee Ethics Policy Release
The university’s employee ethics policy is implemented by the Human Resources Department. It regulates professional conduct and conflict resolution mechanisms, and is available within the Engineering Faculty’s document repository.
The mechanism of application, investigation, decision, and internal appeal
Complaints require formal written submission to the General Department of HR with supporting evidence for acknowledgement and referral. An impartial committee investigates and must communicate findings within 30 working days. Dissatisfied employees may file a final internal appeal with the President’s Office within 30 days.
Mechanism for Resuming Professional Practices as a Guarantee for Achieving Equal Pay
As a leading governmental institution, Qassim University ensures the integrity of its compensation structure through a formal mechanism for appealing employment practices. This mechanism serves as a crucial tool for monitoring gender equality in salary scales. This system allows any employee to submit a formal grievance regarding any administrative decision related to their rights or financial entitlements. Disputes that cannot be resolved internally can be escalated to the Labor Court for mandatory judicial review. This judicial oversight provides a strong legal guarantee, ensuring that the university’s compensation practices adhere to the principles of fairness, equality, and non-discrimination among all employees, regardless of gender.