8.2.8 Employment practice appeal process

SWU has established a clear and structured process for individuals to appeal disciplinary punishments or grievances related to employment practices. This process ensures fairness and due process for all personnel.

1. Initiating an Appeal:

• Submission of Appeal: An individual subjected to disciplinary punishment must file an appeal by submitting a written statement. This statement must clearly specify:

• Points of contention.

• Relevant facts.

• Reasons for the appeal.

• The appeal must include the appellant's signature and address.

• Timeline for Submission: The appellant must submit this written appeal to the Appeal and Grievance Committee of Srinakharinwirot University (AGC) within 30 days from the date they received the notification of the disciplinary punishment.

2. Committee Review and Decision:

Upon receiving the appeal, the AGC will process it as follows:

• AGC Rejects Appeal:

• The AGC notifies the appellant of the resolution.

• The appellant is informed of their right to file a lawsuit with the Administrative Court.

• The supervisor/authority who imposed the original punishment is also notified.

• The appellant may then choose to file a case directly with the Administrative Court.

• AGC Approves Appeal for Investigation:

• Optional Withdrawal: The appellant may request to withdraw the appeal in writing before the AGC completes its investigation.

• Investigation: The AGC will investigate the appeal within 90 days from the day the chairperson of the AGC receives the letter.

• Notification of Outcome: After investigation, the AGC notifies the resolution to the appellant and informs them of their right to file a lawsuit with the Administrative Court.

3. Potential Outcomes of a Successful Appeal (AGC Approval for Investigation):

If the AGC investigates and finds merit in the appeal, several outcomes are possible:

• Agree with punishment orders: The original punishment is upheld.

• The appellant may then choose to file a case directly with the Administrative Court.

• Increase the penalty: The original penalty is made more severe.

• The resolution is reported to the University Council.

• A request is made to the supervisor/authority to amend the order according to the judgment.

• The appellant may then choose to file a case directly with the Administrative Court.

• Mitigation of punishment: The original penalty is reduced.

• The resolution is reported to the University Council.

• A request is made to the supervisor/authority to amend the order according to the judgment.

• This outcome cannot be appealed further within the university system.

• No punishment: The original punishment is revoked.

• The resolution is reported to the University Council.

• A request is made to the supervisor/authority to amend the order accordingly.

• This outcome cannot be appealed further within the university system.

• Appeal Dismissed: The appeal itself is rejected after investigation.

• This outcome cannot be appealed further within the university system.

4. External Recourse:
In several instances throughout the process, if the appellant is not satisfied with the university's decision, they retain the right to file a case with the Administrative Court. This provides an external, independent mechanism for review.

This comprehensive process ensures that employees at Srinakharinwirot University have a formalized and accessible channel to address concerns regarding disciplinary actions and to seek a fair review of decisions impacting their employment rights and conditions.