Code of ethics of the Central European University

PREAMBLE

The Central European University is an institution of higher education aimed at developing and enhancing academic knowledge and research. All of the members of the University community should be devoted to this aim.

The University recognizes the human dignity of each one of its members. In that respect, the University should foster an academic, working and living environment that is free from any form of harassment or discrimination, including that based on race, nationality, ethnicity, religion, gender, sexual orientation, disability or age.

Members of the University community should form a community based on the values of an open society, mutual understanding and respect for individual and cultural diversity. While exchanging their ideas, they should strive to maintain a respectful and positive attitude towards one another. Friendly relations, good behavior and fair-play should prevail at all times in their interactions.

The purpose of the Code is to protect the values common to all members of the University community and to provide a clear procedural system for dealing with matters of general and academic misconduct that jeopardize the development of the University and of its individual members. It is not meant, however, to restrict the competence and authority of the employers, supervisors and other individuals and committees who are elsewhere properly charged with overseeing and evaluating academic and administrative performance of academic staff members, students and employees. Nor is it meant to supersede the particular terms set forth in employment agreements made between the University and its employees; in the event of any inconsistency, the terms of an employment contract shall govern. In addition, this Code is not meant to supersede possible efforts to informally work out disputes and conflicts. Finally, the procedural and substantive provisions of this Code do not apply where precluded or contradicted by governing law including, but not limited to United States, Hungarian or Polish law.

PART I
GENERAL PROVISIONS
Article 1
Title

This document is to be referred to as the Code of Ethics of the Central European University.

Article 2
Definitions

For the purposes of the Code of Ethics of the Central European University:

(a) the "Code" means the Code of Ethics of the Central European University;

(b) the "University" means the Central European University;

(c)the "employees" include all persons carrying out administrative, organizational or manual tasks for the University, including contractors and their agents;

(d) the "academic staff members" include all persons participating in the teaching process, academic supervision and research at the University;

(e) the "students" include all persons enrolled in any of the educational programmers offered by the University;

(f) the "community" includes all students, employees, academic staff members and invited guests of the University and all other persons under contract with the University;

(g) the "complainant" means the person lodging a formal complaint against another member of the community for an alleged breach of a provision of this Code;

(h) the "respondent" means the person against whom an allegation is made that he or she has violated a provision of this Code;

(i) the "university premises" include all buildings used by the University.

Article 3
Scope

1. The University community is made up of persons bringing together various social, cultural and educational backgrounds. Within this context, the Code represents a necessary set of rules protecting the rights of and ensuring fair and equal treatment of every member of the community, especially in relation to conduct and discipline. The Code aims to create an environment within which all persons are free to evolve as long as the exercise of their freedom does not infringe upon that of others.

2. In particular,

(a) this Code is aimed at protecting and promoting the interests of the community, including academic integrity, obedience to the law and ethical standards;

(b) the underlying values of this Code include freedom from harassment and discrimination, as well as respect for the freedom of speech, freedom of association or peaceful assembly, limited only by the obligation imposed upon all members to respect the goals of the community as expressed in the Preamble;

1. the provisions of the Code are implemented by a Disciplinary Committee and a Grievance Committee, whose members shall carry out their functions keeping in mind the above values at all times; in particular, the Disciplinary Committee and the Grievance Committee shall act objectively, without discrimination or bias or likeliness of bias, giving equal opportunity to everyone to have his or her case heard exclusively on the merits;

2. the Disciplinary Committee and the Grievance Committee shall act efficiently in order to take all necessary measures to ensure a rapid and just solution to a complaint, thus avoiding undue delay and the exercise of means of pressure on any of the parties involved;

3. members of the Disciplinary Committee and the Grievance Committee including ad hoc members, as well as any individuals who will be participating in fact-finding or other procedures implicating labor or employment laws and regulations shall be trained in applicable United States and Hungarian law, including relevant employment and anti-discrimination laws, and will seek the advice of the University's United States and/or Hungarian counsel, as necessary;

(f) both the complainant and the respondent have the right to be represented by a third party, at no cost to CEU, and all the guarantees necessary for a fair hearing, such as the right to defend himself or herself and to submit all relevant evidence, apply to the proceedings of the Disciplinary Committee and of the Grievance Committee;

(g) the proceedings of the Disciplinary Committee and of the Grievance Committee shall be closed to all individuals who are not directly involved in the proceedings and the records of these proceedings kept in a non-electronic form, only available to members of the community under specific conditions laid down in this Code.

PART II
THE DISCIPLINARY COMMITTEE
Article 4
Membership

1. The Disciplinary Committee is comprised of five to seven members elected by the Senate.

2. The chairperson of the Disciplinary Committee shall be elected by the Senate. A deputy chairperson to whom the chairperson may delegate his or her responsibilities in his or her absence, will be elected by the Disciplinary Committee.

Article 5
Standing Rules

1. The Disciplinary Committee will create its own standing rules.

Article 6
Functions

1. The role of the Disciplinary Committee is to:

(a) collect the facts of all complaints;
(b) determine if a complaint has merit and is not frivolous;
(c) find an amicable solution to a complaint where possible;
(d) conduct all disciplinary hearings;
(e) make a decision on a complaint after the completion of the disciplinary proceedings;
(f) delegate, where indicated by governing law or practice, its fact-finding and adjudication functions to the appropriate representatives of the University.

Article 7
Recusal

1. A member of the Disciplinary Committee who lodges a complaint or against whom an allegation has been brought shall be subject to automatic recusal and shall be excused from the Disciplinary Committee for the duration of that case.

2. Where the complainant or the respondent objects to the presence of a member of the Disciplinary Committee, the objection should be brought to the chairperson of the Disciplinary Committee before the beginning of the proceedings. In the event that the objection is to the chairperson, the objection should be brought to the deputy chairperson before the beginning of the proceedings. The objection should be decided upon by the Disciplinary Committee in the first instance, and by the Grievance Committee on appeal, by a simple majority of the quorum present. The member concerned shall not take part in these proceedings nor shall he or she be entitled to cast a vote on the admissibility of the objection. If the objection is rejected, the case should then proceed according to the rules of procedure. If the objection has been successfully raised, the challenged member shall be excused from the Disciplinary Committee for the duration of that case.

3. A recused member shall be replaced by a person from a pre-established list of ad hoc members. The ad hoc member shall be designated by the chairperson and in the event that the objection is to the chairperson, the deputy chairperson will designate the ad hoc member.

4. A list of ad hoc members shall be established at the beginning of each academic year. The list will be comprised of three academic staff members, three employees and three students, elected by the Senate. This list shall be comprised of an equal number of men and women.

Article 8
Vacancies

1. A member of the Disciplinary Committee who has become unable to continue to serve shall be replaced as soon as is practicably possible. His or her replacement shall be elected by the Disciplinary Committee from the list of ad hoc members established at the beginning of the academic year.

2. The newly appointed member shall serve until the completion of the original term.

Article 9
Quorum

1. The Disciplinary Committee may act only upon the presence of a quorum of its members.

2. The quorum shall consist of the majority of the members, always including at least two academic staff members and one employee. A quorum shall also require the presence of one student if at least one of the parties to the proceedings is a student.

PART III
THE GRIEVANCE COMMITTEE
Article 10
Membership

1. The Grievance Committee is comprised of five to seven members elected by the Senate.

2. The chairperson of the Grievance Committee is elected by the Senate. The members of the Grievance Committee will elect among themselves a deputy chairperson, to whom the chairperson may delegate his or her responsibilities in his or her absence.

Article 11
Standing Rules

1. The Grievance Committee will create its own standing rules.

Article 12
Functions

1. The role of the Grievance Committee is to:

(a) make proposals to the Senate relating to rules affecting the equal and fair treatment of each member of the University community, especially governing all behavior that can affect the community;

(b) sit as an appellate body from the decisions of the Disciplinary Committee.

Article 13
Recusal

1. A member of the Grievance Committee who lodges a complaint or against whom lies an allegation shall be subject to automatic recusal and shall be excused from the Grievance Committee for the duration of that case.

2. Where the complainant or the respondent objects to the presence of a member of the Grievance Committee, the objection should be brought to the chairperson of the Grievance Committee before the beginning of the appeal. In the event that the objection is to the chairperson, the objection should be brought to the deputy chairperson before the beginning of the appeal and should be decided by the Grievance Committee by a simple majority of the quorum present. The member concerned shall not take part in these proceedings nor shall he or she be entitled to cast a vote on the admissibility of the objection. If the objection is rejected, the case should then proceed according to the rules of procedure. If the objection has been successfully raised, the challenged member shall be excused from the Grievance Committee for the duration of the appeal.

3. A recused member shall be replaced by a person coming from a pre-established list of ad hoc members. The ad hoc member shall be designated by the chairperson after consulting with all parties concerned.

4. A list of ad hoc members shall be established at the beginning of each academic year by the Senate. The list of ad hoc members shall be comprised of equal number of men and women.

Article 14
Vacancies

1. A member of the Grievance Committee who has become unable to continue to serve shall be replaced as soon as is practicably possible. His or her replacement shall be elected by the Grievance Committee from the list of ad hoc members established at the beginning of the academic year.

2. The newly appointed member will serve until the completion of the original term of the replaced member.

Article 15
Quorum

1. The Grievance Committee may act only upon the presence of a quorum of its members.

2. The quorum shall consist of the majority of all members.

PART IV
JURISDICTION
Article 16
Jurisdiction ratione materiae

1. The jurisdiction of the Disciplinary Committee and of the Grievance Committee shall only be exercised in respect of a conduct in violation of a provision laid down in this Code.

2. The primary jurisdiction of the Disciplinary Committee and of the Grievance Committee does not extend to criminal acts and civil offenses. The local authorities have jurisdiction over such acts and in no way should the University, the Disciplinary Committee or the Grievance Committee act so as to cause any impediment to the investigation of criminal acts or civil offenses.

3. Nevertheless, the prosecution of or failure to prosecute a criminal act or a civil offense by the local authorities should not compel nor preclude action by the Disciplinary Committee and the Grievance Committee, in respect of the effect of such act or offense on the interests of the community or one of its members.

Article 17
Jurisdiction ratione persone

1. The Disciplinary Committee and the Grievance Committee have jurisdiction over the conduct of all members of the community, as well as over the conduct of those who are invited guests or who are under contract with the University.

Article 18
Jurisdiction ratione loci

1. The Disciplinary Committee and the Grievance Committee have jurisdiction not only over conduct occurring on University premises but also elsewhere in relation to University-related activities, such as field trips, University-sponsored events and any occasion related to the educational mission of the University.

2. The jurisdiction of the Disciplinary Committee and of the Grievance Committee in areas other than University premises and in respect of non University-related activities extends only to conduct detrimental to the interests of the community or one of its members.

PART V
POLICY-MAKING
Article 19
Role of the Grievance Committee

1. The Grievance Committee shall propose to the Senate new provisions or amendments to existing ones relating to rules concerning the protection of the rights of and equal and fair treatment of all members of the University community.

Article 20
Procedure

1. The Grievance Committee shall define its own procedural rules within the limits set by the general principles and values underlying the provisions of this Code.

2. Any member of the Grievance Committee may suggest changes in the existing University regulations. Additionally, committees established by the Senate from time to time to address policy issues shall be entitled to present proposals or amendments to the Code before the Grievance Committee. The Grievance Committee may advise rejection of such proposals or amendments if their adoption endangers any of the principles enshrined in this Code.

3. A two-thirds majority vote of the members of the Grievance Committee where a quorum is present is necessary to endorse all policy-making measures recommended by the Grievance Committee.

4. All policy-making measures recommended by the Grievance Committee shall then be submitted to the Senate for final adoption or rejection.

PART VI
DISCIPLINARY PROCEEDINGS
Article 21
Filing of Complaint

1. Any member of the community who suspects that a violation of a provision of this Code has occurred may lodge a complaint with any member of the Disciplinary Committee or of the Grievance Committee. The member must then inform the chairperson of the Disciplinary Committee or, in his or her absence, the deputy chairperson of the Disciplinary Committee.

2. The complaint should, when possible, be produced in written form and include the following information:

(a) description of the conduct; including dates and location;
(b) name of the alleged respondent;
(c) description of any potential evidence, including the names of any witnesses.

3. A complaint will be considered regardless of the form in which it is submitted.

Article 22
Fact-Finding Procedures of the Complaint

1. The chairperson of the Disciplinary Committee shall refer a complaint to two members of the Disciplinary Committee who will be charged with collecting all of the relevant information pertaining to the complaint. These members will be responsible for "fact-finding" or collecting this information within a reasonable time, but not later than 15 days. Where it is not possible to nominate an academic staff member or an employee to the fact-finding team who is not involved directly or indirectly in the case, an ad hoc member from the list established at the beginning of the academic year by the Senate shall be elected by the Disciplinary Committee.

2. In cases involving allegations of sexual harassment, the fact-finding team shall be composed of two members of the Disciplinary Committee named by the chairperson of the Disciplinary Committee and who have received training in investigating sexual harassment complaints. Where it is not possible to nominate an ad hoc member who is not involved directly or indirectly in the case, an ad hoc member from the list established at the beginning of the academic year by the Senate shall be elected after consultation with the parties concerned. One of these members of the fact-finding team shall be a woman and the other a man.

3. In all cases, the task of the fact-finding team will be to collect all relevant information in relation to the complaint and to submit its findings to the Disciplinary Committee. Both the complainant and the respondent shall be entitled to representation by a third party, at no cost to CEU, if there is a formal proceeding in front of the Disciplinary Committee or the Grievance Committee.

4. The fact-finding team should use reasonable means for arriving at an accurate account of what occurred, with due regard for the integrity of all concerned. The instruction of the case should include interviewing the complainant and the respondent. The facts should be collected and the parties able to present a copy of their statements and arguments, without this prejudicing the information of the case before the Disciplinary Committee. The fact-finding members should also meet directly with potential witnesses. The fact-finding team need not always work in tandem in interviewing witnesses or the respondent and complainant, though it is generally preferable that such interviews be conducted by both together. The fact-finding team shall abide by any implementing regulations or guidelines promulgated by the Disciplinary Committee to guide investigations.

5. Once all information has been collected, the fact-finding team should present a written report to the Disciplinary Committee and to the parties concerned. It is for the Disciplinary Committee to decide, by a simple majority of the quorum present, whether disciplinary proceedings should be instituted or whether an amicable solution may be found through the informal procedure. Both the complainant and the respondent shall be notified in writing of the decision. The Disciplinary Committee must refer the case to the informal procedure if this is requested by all parties concerned.

6. There lies a right of appeal to the Grievance Committee concerning the refusal of the Disciplinary Committee to institute disciplinary proceedings. This right must be exercised within seven days of the decision of the Disciplinary Committee. The parties may each file a written memorandum to the Grievance Committee as to why the Grievance Committee should uphold or reverse the decision of the Disciplinary Committee. The Grievance Committee must meet within a reasonable time and its decision as to the necessity of instituting disciplinary proceedings, by a simple majority of the quorum present, is final. Both the complainant and the respondent shall be notified in writing of the said decision.

Article 23
Informal Procedure

1. The informal procedure shall be followed when the Disciplinary Committee has determined that the formal process is not required or when the informal procedure has been requested by all parties concerned.

2. The fact-finding team shall discuss the complaint with all parties directly or individually. If the respondent admits the conduct, the fact-finding team will admonish him or her to take all necessary steps not to repeat it. If the parties decide to settle the dispute amicably, no further action will be taken. If the respondent denies that the conduct in question occurred, then the complainant or the respondent is entitled to bring the case before the Disciplinary Committee for a hearing on the merits.

Article 24
Proceedings before the Disciplinary Committee

1. The chairperson of the Disciplinary Committee shall schedule the hearing within a reasonable time after the fact-finding procedure has been completed and no later than thirty days from the date of submission of the written report of the investigating team.

2. The proceedings of the Disciplinary Committee are closed to all individuals who are not directly involved in the proceedings.

3. All relevant facts must be disclosed to the other party and to the Disciplinary Committee at least 24 hours before the Disciplinary Committee is scheduled to meet, in order to avoid a climate of confrontation.

4. The Disciplinary Committee shall hear the case on the merits. Each party is entitled to present his or her views and all evidence relevant to the issues of guilt and sanction. Members of the Disciplinary Committee may ask any questions they please. The parties concerned shall not question one another directly.

5. The Disciplinary Committee shall determine the weight given to all evidence, including the credibility of witnesses. A complaint shall not be rejected on the basis that the only evidence available is the competing accounts of the two parties.

6. At any time before the Disciplinary Committee hands down its decision, the complainant is entitled to withdraw his or her complaint provided no pressure of any kind has been exercised upon him or her to do so. The decision to withdraw the complaint shall put an end to the proceedings.

7. If the respondent admits the conduct before the Disciplinary Committee hands down its decision, the parties shall present evidence deemed relevant by the Disciplinary Committee as to the sanction to be imposed for a violation of a provision of this Code.

Article 25
Decision of the Disciplinary Committee

1. When the Disciplinary Committee is satisfied that the best available evidence has been heard, the members present shall retire to take a decision on the complaint. The deliberations of the Disciplinary Committee are private.

2. The decision of the Disciplinary Committee is taken by a simple majority of the members present when a quorum is present.

3. The Disciplinary Committee may impose any of the forms of disciplinary action provided in this Code. The Committee shall consult with United States or Hungarian counsel to determine whether the imposition of, or failure to impose, a particular sanction might expose the University or individual members of the University Committee to criminal or civil law penalties or damages. Such consultation shall occur generally, but it is not required to occur where the complainant or respondent is an employee of the University.

4. The decision shall be delivered in writing to the parties concerned.

Article 26
Appeal of the Decision

1. There is a general right of appeal of the decision of the Disciplinary Committee to the Grievance Committee.

2. The proceedings of the Grievance Committee are closed to all individuals who are not directly involved in the proceedings.

3. The Grievance Committee may only reverse the decision of the Disciplinary Committee if:

(a) the evidence is found by the Grievance Committee clearly and convincingly not to have warranted the sanction imposed;

(b) a serious breach of the procedure used to reach a decision did occur.

4. The parties may be represented before the Grievance Committee and submit arguments as to whether the Grievance Committee should uphold or reverse the decision of the Disciplinary Committee.

5. When the Grievance Committee has heard the arguments of the parties, the members present shall retire to take a decision on the appeal. The deliberations of the Grievance Committee are private.

6. The decision of the Grievance Committee is taken by a two-third majority of the members present when a quorum is present. The Grievance Committee is entitled to review the sanction. The decision of the Grievance Committee is final.

7. The decision shall be delivered in writing to the parties concerned.

Article 27
Record Keeping

1. The Disciplinary Committee and the Grievance Committee shall keep confidential files of all formal and informal complaints made as well as their status and resolution in a non-electronic form.

2. Any member of the community would like to review the confidential files of any formal or informal complaint must obtain written consent from both of the parties involved in the complaint.

3. This information shall be used to monitor repeated complaints of misconduct against or by the same person as well as to document the incidence of specific acts of misconduct within the community.

4. It shall be a violation of this Code for anyone with access to this information to disclose it to any individual who has not obtained written consent from both parties involved in the complaint.

PART VII
MISCONDUCT AND OFFENCES
Article 28
Acts of General Misconduct

1. The offense of general misconduct includes:

(a) violation of University regulations and policies;

(b) knowing disclosure of false information to the University or to other academic institutions;

(c) forging of or altering any University document or record;

(d) deception in University matters, including falsification of letters of recommendation and misrepresentation of a person's academic accomplishments;

(e) verbal or physical threat to a member of the community, including indecent, discriminatory and obscene conduct or language;

(f) abuse of another's person, including conduct which threatens or endangers the personal safety or the physical or mental health of a member of the community, including such actions or creation of such situations that might involve the forced consumption of liquor or drugs for the purpose of initiation into or affiliation with any organization;

(g) abuse of another's property, including theft, vandalism or temporary or permanent appropriation of another's property, undue interference with University functions, and unauthorised use of University facilities or entry into or occupation of University premises;

(h) discrimination and harassment based on race, religion, nationality, disability, age, gender or sexual orientation in University decisions affecting an individual's record or employment or an individual's participation in a University activity;

(i) sexual harassment, that is, conduct of a sexual nature, or other conduct based on sex affecting the dignity of men and women in the university community, provided: such conduct is unwanted, unreasonable and offensive to the recipient; and/or, a person's rejection of, or submission to, such conduct on the part of the other members of the CEU community is used explicitly or implicitly as a basis for a decision which affects that person's access to educational or employment opportunities or that person's continued employment, student status, promotion, salary, or evaluation; and/or, such conduct is severe and pervasive and creates an intimidating, hostile or humiliating work or educational environment for the recipient;

(j) any conduct, such as the spreading of false allegations maliciously or knowingly, which has the purpose or effect of unreasonably interfering with a person's academic or work performance and is sufficiently severe or pervasive to create an intimidating, hostile, or offensive environment for that person's employment or promotion, education or participation in a University activity;

(k) breaches of public or private law when the interests of the community or one of its members as defined in this Code are adversely affected;

(l) retaliatory conduct against any individual who has filed a complaint, who has reported witnessing an offense, or who has participated in a complaint procedure;

(m) failure of a member of the Disciplinary Committee or of the Grievance Committee to inform the chairperson of the Disciplinary Committee and the chairperson of the Grievance Committee about a complaint lodged with him or her;

(n) disclosure of the confidential files of the Disciplinary Committee or of the Grievance Committee to anyone who has not obtained the written consent of both parties involved in the proceeding;

(o) complicity in the commission of any of the above-mentioned acts.

2. In contrast with sexually harassing conduct, sexual activity among consenting adults within the CEU community is, in general, a private matter beyond the legitimate interests of the University. There are occasions, however, where the interests of the University may be seriously implicated in these relationships, particularly where the University relies on its employees to make professional and/or academic judgments about others. If two people are in a sexual relationship and in a student/academic staff member or supervisee/supervisor relationship, then they must take steps to ensure that the conflict of interest created by such a situation is removed in all evaluations. Supervisors, including faculty with regard to students or to other faculty whose work they oversee or are asked to evaluate, should never evaluate alone the work performance of their current or former sexual partners. If they fail to take satisfactory steps to avoid such situations and a conflict of interest is created, this will be a violation of the Code.

3. In accordance with the relevant procedural requirements, the Grievance Committee and the committees established by the Senate from time to time to address policy issues are entitled to further define the categories of general misconduct or necessary procedures for handling complaints, deemed necessary in order to respond to the changing needs of the community, which may take the form of a modification to the body of this Code, or be incorporated as part of the Code in the form of annexes.

4. Upon adoption by the Senate, an annex shall become part of this Code.

5. In case of inconsistency between the provisions laid down in this article and the text of an annex, the wording of the annex shall prevail.

Article 29
Acts of Academic Misconduct

1. The offense of academic misconduct includes:

(a) the use, obtaining and provision of unauthorized assistance on examinations, papers or any other academic work, including receiving or giving information about the content of the examination;

(b) the representation of the work of others as one's own, including plagiarizing the ideas or words of another without proper attribution to the source of those ideas or words, whether intentional or not;

(c) the intentional misappropriation of another person's academic materials without that person's permission;

(d) the deliberate mis-shelving, hiding, damaging or theft of library materials;

(e) the improper use of library facilities to advance one's academic position, nuisance to other users, and undue delay in returning materials promptly when asked to do so;

(f) the taking of an examination for another student or the fabrication of data in support of laboratory or field work;

(g) improper use of the computer facilities, including misappropriation of another user's data, password or software, illegal copying of computer programs and games at the expense of the University, disregard for the finite capacity of the system, unreasonable interference with the activity of other users, and any attempt to subvert or obstruct the operation of any computer or network system;

(h) action or inaction which is offensive to the integrity and honesty of the community or any of its members;

(i) complicity in the commission of any of the above-mentioned acts.

2. In accordance with the relevant procedural requirements, the Grievance Committee and the committees established by the Senate from time to time to address policy issues are entitled to further define the categories of academic misconduct or necessary procedures for handling complaints, deemed necessary in order to respond to the changing needs of the community, which may take the form of a modification to the body of this Code, or be incorporated as part of the Code in the form of annexes.

3. Upon adoption by the Senate, an annex shall become part of this Code.

4. In case of inconsistency between the provisions laid down in this article and the text of an annex, the wording of the annex shall prevail.

Article 30
Violation of the General Principles Enshrined in this Code

Any conduct violating one or more of the principles governing the community and not explicitly covered in articles 28 and 29 shall not deprive a potential victim of his or her right to bring a complaint in accordance with this Code.

PART VIII
SANCTIONS
Article 31
Scope of Sanctions

The sanction for the breach of a provision of the Code shall reflect the gravity and frequency of the misconduct and the actual impact of the misconduct on the life of the community or one of its members.

Article 32
Sanctions against Students

For violation of the substantive provisions of this Code by students, the sanctions are as follows:

(a) written reprimand not appearing in the record of the student for what appears as a rather isolated act of no consequence;

(b) written reprimand that shall be entered on the record of the student for a repeated offense or because of the gravity of the act committed;

(c) a grade of "F" in a course where applicable;

(d) suspension or expulsion from the University of the student for serious or repeated acts of misconduct.

Article 33
Sanctions against Employees and Academic Staff Members

For violation of the substantive provisions of this Code by employees and academic staff members, the sanctions are as follows:

(a) written reprimand not appearing on the record of the person for what appears as a rather isolated act of no consequence;

(b) written reprimand that shall be entered on the record of the person for a repeated offense or because of the gravity of the act committed;

(c) suspension of the employee or academic staff member for more serious or repeated acts;

(d) immediate dismissal from the University in the case of grave misconduct, in compliance with the applicable labor law and regulations.

Article 34
Sanctions against Invited Guests and Other Persons
Under Contract with the University

For violation of the substantive provisions of this Code by invited guests and other persons under contract with the University, the sanctions are as follows:

(a) written reprimand addressed directly to the person for what appears as a rather isolated act of no consequence;

(b) written reprimand that shall be sent to the regular employer of the person for a repeated offense or because of the gravity of the act committed;

(c) suspension of the work contract where applicable, in compliance with the relevant norms of contract law;

(d) immediate ejection from the University campus in relation to grave misconduct.

PART IX
FINAL PROVISIONS
Article 35
Entry Into Force

1. The Code shall enter into force eight days after adoption by the Senate. The Code shall be public and copies distributed to each current member of the community.

2. Amendments and annexes to the Code adopted by the Senate will enter into force one day after their publication and distribution to the members of the community.

3. Each new student shall receive a copy of the Code and its amendments and annexes upon matriculation. Each new academic staff member, guest, outside contractor and employee shall be given a copy of the Code and its amendments upon taking up employment with the University. Each prospective student, academic staff member, outside contractor or employee shall be informed of the existence of the Code and its amendments. A copy of the Code and its amendments shall be made available to each prospective student, academic staff member, outside contractor, guest or employee upon request.

4. At the beginning of each academic year, the names and contact information of the members, chairpersons and deputy chairpersons of the Disciplinary and Grievance Committees of the University will be publicly posted and published in relevant handbooks which will be made available to academic staff members, students and employees.

5. The Disciplinary and Grievance Committee and CEU's management from time to time shall have the ability to implement and clarify the guidelines of the Code pursuant to the University's regulations.

Article 36
Status of Annexes

1. The annexes to this Code shall form an integral part of this Code.

2. A reference to this Code constitutes at the same time a reference to any annexes thereto.

3. All annexes that were passed prior to or after the implementation of this Code shall be incorporated herein as part of the Code.