Internal Order Rules

Chapter 1. General Rules

This section defines key terms used in these Rules:

• Employee: Citizens of the Republic of Uzbekistan who have reached the required age and signed an employment contract with the higher education institution, including foreign citizens and stateless persons.
• Employment Contract: An agreement between an employee and the higher education institution specifying specialty, qualification, position, and terms based on labor laws and internal regulations.
• Professors-Teachers: Employees hired as department heads, professors, associate professors, senior teachers, or teachers.
• Doctoral Student: A person admitted to a doctoral program according to established procedures.
• Independent Applicant: A person admitted as an independent applicant per established rules.
• Student: A person admitted to study in a relevant specialty.

These Rules regulate internal labor procedures, duties of the institution, management, employees, students, doctoral students, independent researchers, employment contract processes, educational organization, discipline, working and rest time, incentives, and responsibilities. They serve as the primary internal regulatory document governing institutional order and legal relations between employer and employees, doctoral students, independent researchers, and students.

Chapter 2. Employment Contract: Conclusion, Amendment, and Cancellation

Conclusion of an Employment Contract

Labor relations between employees and the institute are established through a written employment contract. Required documents at hiring include:

• Passport or equivalent identity document with permanent or temporary registration.
• Employment record book (except for first-time employees).
• Military service documents for conscripts.
• Diploma or certificate confirming qualifications, including nostrification for foreign diplomas.
• Certificate from the main place of work if applicable.

Applicants must submit a written application specifying full name and position applied for, matching the staff list. Employment contracts specify position, workplace, contract term, start date, rights and obligations, working hours, leave procedures, payment, and other labor law provisions. Contracts without a specified term are indefinite.

Contracts are signed in at least two copies, one for each party, and may be issued in the employee’s preferred language. The rector’s signature and institutional seal confirm the contract. Contracts are registered electronically in the “Uniform National Labor System” per Cabinet of Ministers Resolution No. 971 (December 5, 2019).

Employment begins on the date specified in the contract or, if unspecified, on the signing day. Employment without formal contract is considered valid from the first working day with employer permission. The employer issues an employment order following contract conclusion.

The institute cannot refuse employment to:

• Persons invited by the employer.
• Disabled persons, graduates, single parents with three or more children, near-retirement individuals eligible for local job quotas.
• Pregnant women and women with children under three.
• Other cases stipulated by law.

Employees may request written reasons for refusal, which must be provided within three days. Pregnant women and mothers with young children receive written explanations even without request. Illegal refusals may be appealed to supervisory bodies or courts.

A probationary period may be included, not exceeding three months, with rights to terminate by either party with three days’ notice. Probation does not apply to pregnant women, mothers with children under three, recent graduates within three years, short-term employees (up to six months), or employees hired under local job quotas.

Recruitment follows the institute’s approved statute. Upon hiring or transfer, employees are informed about job duties, rights, obligations, payment, internal rules, collective agreements, job instructions, ethics codes, anti-corruption policies, and labor safety regulations.

Work records are maintained by the Personnel Department for employees working more than five days, except temporary workers. Electronic labor records are maintained per national regulations.

Employers and officials must not require employees to perform illegal or unsafe tasks or discriminate against them. Relations with women must respect legislation, traditions, and mutual respect.

Changing and Canceling Employment Contracts

Changes to working conditions comply with the Labor Code of Uzbekistan. Employees may perform multiple roles within working hours, formalized by rector’s order.

Employment contracts may be terminated only on grounds specified by law. Employees must provide two weeks’ written notice before resignation, starting from the application day. Valid reasons for early termination include military service, education, retirement, election or appointment to certain positions, health issues, and other lawful causes.

Termination during temporary incapacity, vacation, or business trips is allowed, with contract terms fulfilled during notice periods.

Employers may terminate contracts early due to organizational changes, staff reductions, insufficient qualifications, health issues, repeated or gross violations of duties, employment of permanent staff replacing substitutes, retirement, or pension eligibility.

Termination is prohibited during temporary incapacity or leave except in cases of institutional liquidation.

Gross violations justifying immediate termination include:

• Failure to comply with executive discipline.
• Unauthorized absence or tardiness.
• Working under the influence of alcohol or drugs.
• Property damage or theft.
• Abuse of position or unethical behavior.
• Harassment or violence.
• Actions damaging the institute’s reputation.
• Violations of safety or anti-corruption regulations.

Termination requires trade union consent except in legally specified cases. The trade union must respond within ten days. Termination orders specify the last working day, with work records and settlement provided.

Chapter 3. Working Time, Rest, and Their Use

Working time is when employees perform duties per schedule or contract. Standard hours are 9:00 a.m. to 5:00 p.m. with a lunch break from 1:00 p.m. to 2:00 p.m. Sunday is the general day off; Saturdays may be off by rector’s agreement with the Trade Union Committee.

Professors and teachers have a 36-hour workweek regulated by training schedules. Reduced hours apply to employees aged 16-18 and disabled persons.

Part-time, remote work, flexible schedules, or home work may be arranged upon agreement or legal request (e.g., pregnancy, childcare, family care).

Overtime follows legal procedures. Annual leave duration, payment, and calculation comply with legislation. Leave without pay may be granted up to three months by agreement.

Annual leave is granted after six months of work for the first year and per schedule thereafter. Leave may be split with at least 12 working days per part. Withdrawal from leave requires employee consent.

Upon contract termination, leave may be granted before dismissal, with the last day of leave as the termination date.

Chapter 4. Organization of Education, Work, and Study Discipline

The academic year begins September 2, with schedules based on curricula and approved by the institute. Optional training may be included per ministry orders.

Students receive two vacations totaling 8-10 weeks annually. Academic hours last 40 minutes, with 80-minute joint lessons and 10-minute breaks. Two-shift studies have a 40-minute break between shifts.

The academic year is divided into two semesters, each ending with student assessments.

Group captains are appointed or elected to assist in student self-management, representing students and liaising with faculty and administration.

All staff, students, and doctoral students must comply with these Rules, the institute Charter, Code of Ethics, anti-corruption policies, and other internal regulations.

Students on fee-based contracts receive financial support per law. Students from distant regions or abroad may be accommodated in dormitories based on commission decisions and rector’s orders.

Dormitory residents have rights and obligations per regulations and agreements.

Chapter 5. Building Layout and Security

The Vice-Rector for Financial and Economic Affairs ensures educational buildings are equipped with necessary furniture and equipment.

Entry requires service permits, electronic passes, student IDs, or other identity documents.

After working hours, keys are handed to security personnel who ensure building safety, including turning off lights and locking doors.

Chapter 6. Incentives for Work and Study Achievements

Employees may be recommended for state awards, honorary degrees, certificates, diplomas, financial incentives, gifts, and holiday awards.

Students are rewarded for academic excellence, research, and active participation with letters of thanks, monetary awards, diplomas, and scholarships. Special cases (e.g., disability, social protection needs) may receive one-time financial aid.

Incentives are managed by the Vice-Rector for Youth Affairs, Youth Union, faculty deans, and scholarship commissions.

Chapter 7. Liability for Violations of Labor and Study Discipline

Disciplinary measures for employees include warnings, deprivation of rewards, reprimands, fines (up to 50% of average monthly salary), and contract termination.

Disciplinary actions are ordered by the rector and cannot be combined with other penalties for the same offense.

Employees must provide written explanations before punishment; refusal is documented but does not prevent sanctions.

Punishments apply within one month of offense detection, excluding sick or vacation time, and cannot be imposed after six months.

Employees receive notification of disciplinary orders and must acknowledge receipt.

Only one sanction per offense is allowed, valid for one year unless removed earlier by rector’s order.

Employees may appeal disciplinary decisions per labor law.

Financial liability applies for damages caused.

Incentives are suspended during disciplinary punishment.

Students and doctoral students face disciplinary actions including warnings, expulsion, and suspension per regulations. Punishments are recorded and may be appealed.

Chapter 8. Special Rules

During quarantine or similar restrictions, employees may work remotely or flexibly with employer consent. Necessary equipment is provided or reimbursed.

Remote work retains rights to leave and benefits.

Priority for remote or flexible work is given to pregnant women, elderly, disabled, and chronically ill employees.

Temporary remote work orders specify duration.

Chapter 9. Final Rules

Admissions by rector and vice-rectors follow approved schedules.

All new employees and students are introduced to these Rules by the Personnel Department.

Employees have the right to protect their rights through legal means or union committees.

Chapter 10. Code of Conduct

The Code of Conduct governs ethical behavior, professional ethics, and educational process norms for employees, students, and doctoral students.

Its goals include fostering a respectful culture, preventing misconduct, promoting patriotism, and preserving the institute’s reputation.

The Code applies to all institute members and is based on legality, respect for rights, patriotism, honesty, and efficiency.

Corruption in any form is strictly prohibited, with active prevention and reporting required.

Dress codes specify modest, professional attire without religious or subcultural symbols.

Respectful behavior is required during meetings and on campus.

Official communication must protect the institute’s image and confidentiality.

Mobile device use during lessons is restricted.

Academic harassment is prohibited.

Ethical obligations include honesty, respect, care for property, and healthy lifestyle promotion.

Violations may result in disciplinary action or dismissal.

Contact Information

For inquiries and official communication, please contact:
Phone: +998 90 819 00 73
Email: study.uzbek.uz@gmail.com