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Promotion represents an important factor for the employee regardless of his/her position, especially the academic. It is noticeable in our daily life that there are obstacles that limit promotion, and these obstacles are established and organized for in at least some cases by those who are related and have something to do with it. These obstacles are placed in order to avoid the financial burdens or social positions that the person in question may obtain. In some cases, the reason may be personal, caused by competition, gender, status, etc. Indeed, the procedure of promotion happens according to protocol frameworks that make the helpless employee accept the fait accompli. When an employee signs and agrees to work, s/he should accept and consent to all frameworks and regulations enacted by employers, whether they are individuals or institutions. There could be unfairness in those regulations that the employee must accept for the sake of having a job. During my search for articles discussing the subject of promotion, especially academics, I found very few, and all of them are about promotion in North America, and they depend on information and statistics that I have nothing alike. Due to the lack of references and statistics, I will rely on my experience in most of the presentation of this topic. This paper addresses the need for explicit expectations and transparent requirements within the academy.