UCM (University College Isle of Man) zero hours

AuthorityDepartment of Education, Sport and Culture
Date received2022-04-25
OutcomeSome information sent but part exempt
Outcome date2022-05-23
Case ID2404585

Summary

The request sought pay periods for zero-hour lecturers at UCM and details on policies regarding the transition to employment and the 300-hour provision. The authority disclosed pay period dates for academic years 2018-2022 and excerpts from the Terms and Conditions of Service regarding teaching remission, but withheld information on specific transition policies and briefing papers.

Key Facts

  • Pay periods for sessional workers were provided for academic years 2018/19 through 2021/22.
  • Teaching classes were suspended from March 23, 2020, until September 2020 due to lockdown.
  • The response included a briefing on Higher Education remission rules, stating pedagogic work normally does not exceed 23 hours per week.
  • A developmental allowance multiplier of 2 hours applies for the first year a lecturer teaches a new subject, reducing to 1.5 hours in subsequent years.
  • Information regarding policies to support zero-hour lecturers transitioning to employment was not disclosed.

Data Disclosed

  • 2018-2019
  • 2019-2020
  • 2020-2021
  • 2021-2022
  • 23 hours
  • 2 hours
  • 1.5 hours
  • 0.5 hours
  • 756 hours
  • 36 weeks
  • 24 weeks
  • 12 weeks
  • Level 4
  • 300 hours
  • 2022-04-25
  • 2022-05-23

Original Request

1. 'Pay periods' (the dates used to calculate wages for each month) for zero hour lecturers at University College Isle of Man (UCM) for the academic years 2021/22, 2020/2021, 2019/2020, 2018/2019, and 2017/2018. 2. The 'briefing paper to be circulated at the next PMT meeting' referred to in the document '3. Lecturers JNC Minutes.pdf' disclosed in Freedom of Information request ref: 1480105. 3. Details of the DESC's and UCM's: policies, procedures, and frameworks to support lecturers engaged on a zero hour basis at UCM to transition to employment. 4. Details of the DESC's and UCM's: policies, procedures, and frameworks regarding the 300 hours provision in Appendix 9, 4 of the Terms and Conditions of Service for Lecturers. 5. Details of any reliance on the 300 hours, or a similar historic, provision to include notes and reasoning for any decisions made to transition an hourly paid worker to employment.

Data Tables (24)

Part/Paragraph Number/Page No Amendment Date of Amendment
6.3 Amend to include safeguarding statement May 2012
Throughout Update IOM College to IOM College of Further and Higher Education May 2012
Appendix 9 Remove second paragraph May 2012
Insert this amendment record May 2012
6.11 Make changes to references May 2012
2.2 Update paragraph with the references that apply to sessional lecturers May 2012
12.4 and 12.5 Insert revised sections re HE remission July 2012
Paragraph 14 Staff Meetings Removal of items (a) and (b) July 2012
Appendix 9 1st sentence - removal of the word ‘of’ so ends … learning and development July 2012
Reference to Pensions Division Amended to Public Sector Pensions Authority July 2012
Amendment 34.2(a) Amended reference from section 36 to section 35 August 2012
Appendix 4 – Disciplinary Procedure - new 2.4 Insert provision for right to be accompanied in circumstances where a lecturer is advised of an allegation of gross misconduct October 2012
Appendix 4 – updated Disciplinary Procedure Re-ordering of procedure as per JNC minutes May 2013
Appendix 2, paragraphs 2.7; 8.3; Appendix 3, paragraph 2.10; Appendix 4, paragraph 2.15 and Appendix 5, paragraph 7 To include reference to Assistant HR Adviser post October 2013
Section 36.7 - Maternity Pay, page 29 Amended wording to clarify maternity pay October 2013
Paragraph 5(a) Amended wording to reflect Professional Standards for Teachers and trainers October 2014
Appendix 9 Amended Application form wording to remove the word ‘revised’ October 2014
New Appendix 2 and re-numbering other appendices Insertion of Professional Standards for Teachers and Trainers in Education and Training – England October 2014
Updates in relation to incorporating role of Director of Education in procedures. Appendix 3 – amend 2.5, 4.2 Appendix 4 – 2.8, 3.1, 3.4 Appendix 5 – 2.4, 4.2 Appendix 7 – to reflect the above in the table October 2015
Change of organisation name from Isle of Man College of Further and Higher Education to University College Isle of Man Amended organisation name April 2016
Reinstate paragraph 7.3 Insert paragraph 7.3 June 2016
Remove reference to CITLLS/DITLLS and replace with ‘formal initial teacher education’ Paragraph 12.2 amended June 2016
Updated paragraph 6.5 in relation to declaring secondary employment Paragraph 6.5 amended October 2016
Update Dept name; Inclusion and Safeguarding name and procedures June 2018
Replacement of Appendix 9 to Replacement of Appendix 9 November 2018
update re Sessional Lecturers and remove references to Associate Lecturer
Update to remove retirement age January 2019
New paragraph 6.2 in relation to DBS checks Insert new para 6.2 March 2019
Signed JNC constitution Insert signed document January 2020
Amendments to Performance Management and Appraisal Policy and insert CPD record Changes to remove references to threshold and clearly state that additional increments are also subject to meeting requirements of Pay Policy. Insert CPD record July 2020
Correct para numbering in 6.11 Para numbering changed from 6.9.4 to 6.10.4 and 6.9.5 to 6.10.5 Sept 2020
Insert revised Performance Management and Appraisal for Lecturers Replacement of Appendix 8 November 2020
Amending application form on page 94 so has UCM logo and not IOMC Replacement of application form on page 94 Feb 21
Amending Performance Management and Appraisal for Lecturers Removing links to pay March 2021
Single Journey College to: Standard Journey Time Pedagogic Allowance
Ramsey Prison at Jurby Castletown Peel IOM University Centre Hills Meadow 40 mins 40 mins 30 mins 30 mins 15 mins 15 mins 20 mins 20 mins 15 mins 15 mins 7.5 mins 7.5 mins
Higher Education courses, ie levels 4 and above Pedagogic Hours Remission from Pedagogic Hours Total Pedagogic Hours (contact time) counted
When subject/level taught is new to staff member 1 1 2 hours
Subsequent years 1 0.5 1.5 hours
Name:
Area(s) for Improvement: Date:
Key Task(s) Actions Required Start Date Methods Of Monitoring Progress Monitored By Success Criteria Resources/ Support Date To Be Achieved By Date Achieved
STAFF MEMBER Stage 1 Notice for Stage 1 Stage 2 Notice for Stage 2 Stage 3 Notice for Stage 3 Appeal to Notice for Appeal Hearing
Lecturer, Vice Principal, Assistant Principal Line manager 7 working days Line manager 7 working days 3 members of the Governing Body (excluding the Lecturer and Student Governors 14 working days Appeal panel 14 working days
Principal Director of Education 7 working days Director of Education, 7 working days 3 members of the Governing Body (excluding the Lecturer and Student Governors) 14 working days Appeal Panel 14 working days
STAFF MEMBER Stage 1 - Informal Notice for Stage 1 Stage 2 Notice for Stage 2 APPEAL TO Notice for Appeal Hearing
All lecturers with the exception of the Principal Line manager 7 working days Principal Should be arranged within 7 working days of receiving the grievance and take place within a further 14 days 3 members of the Governing Body (excluding the Lecturer and Student Governors 14 working days
Principal Director of Education 7 working days 3 members of the Governing Body (excluding the Lecturer and Student Governors) Should be arranged within 7 working days of receiving the grievance and take place within a further 14 days Appeal Panel 14 working days
Stage 1 – Oral Warning Stage 2 – Written Warning Appeals against ora and written warnings l Stage 3 – Final Written Warning Appeal against Final Written Warning Stage 4 – Dismissal with Notice Gross Misconduct- Summary Dismissal Appeal against Dismissal
The line manager shall conduct the hearing at the oral warning stage, having given a minimum of 7 working days’ written notice of the hearing, If the alleged offence is a serious one, or there is a repetition of an earlier offence, or a further offence is alleged to have been committed during the currency of an earlier oral warning, the line manager shall convene a further hearing. A minimum of 7 working days’ written notice will be given. Appeals must be lodged in writing within 14 working days’ of a receipt of the written confirmation of the disciplinary action. A minimum of three members of the UCM Governing Body will hear appeals arising from oral and written warnings. 7 working days’ notice will be given. If following disciplinary action at Stages 1 and 2, the conduct is such as to warrant further disciplinary action, or if the misconduct is sufficiently serious to warrant moving directly to Stage 3, a hearing will be convened before a minimum of three members of the UCM Governing Body. A minimum of 14 working days’ written notice will be given. Appeals must be lodged in writing within 14 working days’ of a receipt of the written confirmation of the disciplinary action. The Chief Executive Officer, Department of Education, Sport and Culture, either sitting alone or with two senior managers who have had no prior involvement in the case, will conduct the appeal hearing. 14 working days’ notice will be given. If, following disciplinary action at the previous stages, the conduct is such as to warrant further disciplinary action, a hearing will be convened before a minimum of three members of the UCM Governing Body. A minimum of 14 working days’ written notice will be given. Cases of alleged gross misconduct a hearing will be convened before a minimum of three members of the UCM Governing Body. A minimum of 14 working days’ written notice will be given. Appeals must be lodged in writing to the Director of Strategy and Corporate Services within 14 working days’ of a receipt of the written confirmation of the disciplinary action. The Appeal panel will hear appeals arising from the decision to dismiss and14 working days’ notice will be given.
Disciplinary Procedure Principal.
Activity Date (s) and Duration Nature of Professional Development Impact Value / Impact on my teaching Use Value Impact on learners & their learning
Achievements, (Things I am proud of):
Challenges, (Things that stretched me): .
Anything else you’d like to discuss:
Impact of professional development activities identified last year – (See CPD record)
Professional development opportunities identified for the coming year
Short, medium and long-term career aspirations
Have the previous year’s appraisal objectives been achieved? Yes Supporting comments: Recommended: Yes / No – Circle as appropriate (*Recommendations to progress from pay spine 5 to pay spine 6 need to be supported with evidence of a teaching qualification)
Appraisal objectives for the coming year. Objectives should be SMART and relate clearly to UCM’s Strategy. Review date:
If the appraisal is agreed, please sign below. Appraisee: Please print name Appraiser: Please print name Date: (If the outcome of the appraisal cannot be agreed, the appraiser should notify their line manager and the appeal process should be instigated).
Activity Date (s) and Duration Nature of Professional Development Impact Value / Impact on my teaching Use Value Impact on learners & their learning
Achievements, (Things I am proud of):
Challenges, (Things that stretched me): .
Anything else you’d like to discuss:
Impact of professional development activities identified last year – (See CPD record)
Professional development opportunities identified for the coming year
Short, medium and long-term career aspirations
Have the previous year’s appraisal objectives been achieved? Yes Supporting comments: Recommendation from the appraisee’s line manager in support of progression to the next increment* Recommended: Yes / No – Circle as appropriate (*Recommendations to progress from pay spine 5 to pay spine 6 need to be supported with evidence of a teaching qualification)
Appraisal objectives for the coming year. Objectives should be SMART and relate clearly to UCM’s Strategy. Review date:
If the appraisal is agreed, please sign below. Appraisee: Please print name
Post Hourly Rate of Pay
Grade 1 £26.24
Grade 4 £35.74
Grade 5 £41.84
Sessional Lecturers/Adult Continuing Education £24.22
Life Model £13.69
Life Guard £12.11
Outcentre Co-ordinator £18.86
Staff Meeting Attendance £11.00
Old Spine Point New Spine point Salary 01-Sept-2020
3 1 £29,100
4 2 £31,648
5 3 £34,198
6 4 £36,664
7 5 £39,499
Old Spine Point New Spine Point Salary 01-Sept-2020
1 6 £41,527
2 7 £42,416
3 8 £43,306
5 9 £45,087
6 10 £45,975
ASSISTANT PROGRAMME MANAGER AND PROGRAMME MANAGER PAY SCALES
Old Spine Point New Spine Point 01-Sept-2020
Asst Programme Manager 3 1 £46,106
4 2 £46,993
5 3 £47,877
6 4 £48,763
7 5 £49,649
Programme Manager 3 6 £49,868
4 7 £50,751
5 8 £51,638
6 9 £52,524
7 10 £53,409
ASSISTANT FACULTY MANAGER AND FACULTY MANAGER PAY SCALES
Old Spine Point New Spine Point 01-Sept-2020
Assistant Faculty Manager 8 1 £47,286
9 2 £48,543
10 3 £49,801
11 4 £52,658
12 5 £54,155
Faculty Manager 14 1 £57,129
15 2 £58,603
16 3 £60,107
17 4 £61,588
SENIOR LEADERS PAY SCALES
Old Spine Point New Spine Point 01-Sept-20
Assistant Principal 22 1 £69,026
23 2 £70,739
24 3 £72,524
25 4 £74,289
26 5 £76,138
Vice Principal 27 1 £78,021
28 2 £79,952
29 3 £81,937
30 4 £83,965
31 5 £86,055
Principal 38 1 £102,154
39 2 £104,683
40 3 £107,233
42 4 £112,656
43 5 £115,479
Grade Applicable to course level Hourly Rate as at 1st September 2020
1 Further Education Levels 1,2, £26.24
4 Further Education Level 3 £35.74
5 Higher Education level 4 and above £41.84
Leisure (ACE) courses £24.22
Out centre/Co-ordinator £18.86
Life Model £13.69

Full Response Text

Pay periods for sessional workers

2018-2019 01/09/2018 – 30/09/2018 01/10/2018 – 26/10/2018 05/11/2018 – 01/12/2018 03/12/2018 – 21/12/2018 07/01/2019 – 02/02/2019 04/02/2019 – 02/03/2019 04/03/2019 – 30/03/2019 01/04/2019 – 27/04/2019 29/04/2019 – 01/06/2019 02/06/2019 – 29/06/2019 29/06/2019 – 30/07/2019

2019-2020 01/09/2019 – 28/09/2019 30/09/2019 – 02/11/2019 04/11/2019 – 30/11/2019 02/12/2019 – 20/12/2019 06/01/2020 – 01/02/2020 03/02/2020 – 29/02/2020 01/03/2020 – 23/03/2020

No classes after 23rd March due to lockdown until September 2020

2020-2021 24.08.20 – 25.09.20
26.09.20 – 23.10.20
24.10.20 – 20.11.20
21.11.20 – 18.12.20
19.12.20 – 22.01.21
23.01.21 – 18.02.21
19.02.21 – 19.03.21
20.03.21 – 23.04.21
24.04.21 – 21.05.21
22.05.21 – 25.06.21
26.06.21 – 23.07.21
24.07.21 – 20.08.21

2021-2022 21.08.21 – 24.09.21

25.09.21 – 22.10.21

23.10.21 – 19.11.21

20.11.21 – 17.12.21

18.12.21 – 21.01.22

22.01.22 – 25.02.22

26.02.22 – 25.03.22

26.03.22 – 22.04.22
23.04.22 – 20.05.22

21.05.22 – 24.06.22

25.06.22 – 22.07.22

Briefing to Programme Managers from SLT to apply consistency in timetabling across UCM

Higher Education remission Extracts from TERMS AND CONDITIONS OF SERVICE FOR LECTURERS 20th October 2016 Pages 7, 11 and 12 are as follows:

6.9.5 the hours devoted to pedagogic work do not normally exceed 23 in any one week for a Lecturer.

12.4. Higher Education Courses – Remission for Teaching Development
When a member of staff teaches a new (to them) subject on HE courses, there will be a developmental allowance of remission from pedagogic hours determined according to the table below. The “developmental allowance” applies only in the first year that a particular lecturer teaches a particular subject for the first time - a lower allowance is applied for subsequent years in which the lecturer teaches that HE course. In summary, a multiplier of 2 hours for each pedagogic hour will apply in the first year; in subsequent years the multiplier will be 1.5 hours for each pedagogic hour.

Programme Managers may allocate 0.5 hours remission for any 1.0 hour teaching contact where a member of teaching staff is delivering at Level 4 or above.
Remission is a reduction in the annual pedagogic contact and is deducted from the expected annual teaching contact hours (for example, a 1.0FTE for member of staff this is a deduction from the annual 756 hours). Programme Managers may timetable staff who teach on level 4 and above programmes in accordance with paragraph 6.9.5, so that their teaching contact is up to but not exceeding 23 hrs per week. In some circumstances where teaching contact is above 23hrs, this will not exceed 14 weeks. Many level 4 programmes are delivered over a shorter week pattern, therefore teaching staff are able to utilise their remission hours for teaching development time, outside of higher education week patterns. For example, the usual week pattern for a further education programme is 36 weeks, for a higher education programme this is 24 weeks, leaving 12 weeks where remission from teaching contact can be used for development time.
The definition of a ‘new (to them)’ subject is defined in paragraph 12.4. This is a new subject and is considered to be different from the lecturer’s qualification and previous teaching delivery background. For example, if a staff member has a degree in history and they have always taught history, if they are then asked to teach economics, the multiplier of 2hrs would be applied. Also, if a new lecturer has been employed to teach a particular subject, although they may be new to teaching, the subject is not considered to be new to them. This is what they were employed for.

Timetabling is a complex process and many staff teach on both further education and higher education programmes. The Programme Manager is required to maximise their staffing utilisation across the programmes within their designated course portfolio; at the same time, ensure that staff skills are best matched to timetables and that staff have appropriate time to research new subjects for delivery. In the event that further clarity is required for allocation of remission hours for level 4 and above for a specific member of staff or circumstance the Vice Principal for Curriculum and Quality will provide direction to the Programme Manager and the SLT will make any final decisions.

Terms and Conditions of Service for Lecturers

1

Rheynn Ynsee, Spoyrt as Cultoor
The Department of Education, Sport and Culture

TERMS AND CONDITIONS OF SERVICE FOR LECTURERS

Revision Date: March 2021

Terms and Conditions of Service for Lecturers

2

Amendment Record (since March 2012 version)

Part/Paragraph Number/Page No
Amendment
Date of
Amendment

6.3
Amend to include safeguarding statement
May 2012
Throughout
Update IOM College to IOM College of Further and Higher Education
May 2012
Appendix 9
Remove second paragraph
May 2012
Insert this amendment record

May 2012
6.11
Make changes to references
May 2012
2.2
Update paragraph with the references that apply to sessional lecturers
May 2012
12.4 and 12.5
Insert revised sections re HE remission
July 2012
Paragraph 14 Staff Meetings
Removal of items (a) and (b)
July 2012
Appendix 9
1st sentence - removal of the word ‘of’ so ends
… learning and development
July 2012
Reference to Pensions Division
Amended to Public Sector Pensions Authority
July 2012
Amendment 34.2(a)
Amended reference from section 36 to section 35 August 2012
Appendix 4 – Disciplinary Procedure - new 2.4
Insert provision for right to be accompanied in circumstances where a lecturer is advised of an allegation of gross misconduct
October 2012
Appendix 4 – updated Disciplinary Procedure
Re-ordering of procedure as per JNC minutes
May 2013
Appendix 2, paragraphs 2.7; 8.3;
Appendix 3, paragraph 2.10; Appendix 4, paragraph 2.15 and
Appendix 5, paragraph 7
To include reference to Assistant HR Adviser post October 2013
Section 36.7 - Maternity Pay, page 29
Amended wording to clarify maternity pay
October 2013
Paragraph 5(a)
Amended wording to reflect
Professional Standards for Teachers and trainers
October 2014
Appendix 9
Amended Application form wording to remove the word ‘revised’
October 2014
New Appendix 2 and re-numbering other appendices
Insertion of Professional Standards for Teachers and Trainers in Education and Training – England
October 2014
Updates in relation to incorporating role of Director of Education in procedures.
Appendix 3 – amend 2.5, 4.2
Appendix 4 – 2.8, 3.1, 3.4
Appendix 5 – 2.4, 4.2
Appendix 7 – to reflect the above in the table
October 2015
Change of organisation name from Isle of Man College of Further and
Higher Education to University
College Isle of Man
Amended organisation name
April 2016
Reinstate paragraph 7.3
Insert paragraph 7.3
June 2016

Terms and Conditions of Service for Lecturers

3

Remove
reference
to CITLLS/DITLLS and replace with
‘formal initial teacher education’
Paragraph 12.2 amended
June 2016
Updated paragraph 6.5 in relation to declaring secondary employment
Paragraph 6.5 amended
October 2016
Update Dept name; Inclusion and
Safeguarding name and
procedures

June 2018
Replacement of Appendix 9 to
Replacement of Appendix 9
November 2018
update re Sessional Lecturers and remove references to Associate Lecturer

Update to remove retirement age

January 2019
New paragraph 6.2 in relation to DBS checks
Insert new para 6.2
March 2019
Signed JNC constitution
Insert signed document
January 2020
Amendments to Performance Management and Appraisal Policy and insert CPD record
Changes to remove references to threshold and clearly state that additional increments are also subject to meeting requirements of Pay Policy.
Insert CPD record
July 2020
Correct para numbering in 6.11
Para numbering changed from 6.9.4 to 6.10.4 and 6.9.5 to 6.10.5
Sept 2020
Insert revised Performance Management and Appraisal for Lecturers Replacement of Appendix 8 November 2020 Amending application form on page 94 so has UCM logo and not IOMC Replacement of application form on page 94 Feb 21 Amending Performance Management and Appraisal for Lecturers Removing links to pay March 2021

Terms and Conditions of Service for Lecturers

4

TERMS AND CONDITIONS OF SERVICE FOR LECTURERS
Contents

  1. FOREWORD ........................................................................................................... 6
  2. APPLICATION ......................................................................................................... 6
  3. CONTRACT OF EMPLOYMENT .................................................................................. 6
  4. INTERPRETATION .................................................................................................. 7
  5. OVERRIDING REQUIREMENTS ................................................................................. 7
  6. EMPLOYMENT AND DUTIES OF LECTURERS ............................................................. 7
  7. PROFESSIONAL DUTIES OF LECTURERS .................................................................. 9
  8. TEMPORARY CHANGES IN WORKING HOURS .......................................................... 10
  9. LEAVE ENTITLEMENTS .......................................................................................... 11
  10. ARBITRATION ....................................................................................................... 11
  11. MONITORING ....................................................................................................... 11
  12. REMISSION FROM PEDAGOGIC WORK .................................................................... 12
  13. DISCIPLINE, HEALTH AND SAFETY ......................................................................... 15
  14. STAFF MEETINGS .................................................................................................. 15
  15. PROFESSIONAL DUTIES OF MANAGERS .................................................................. 16
  16. TEMPORARY CHANGES IN WORKING HOURS .......................................................... 19
  17. LEAVE ENTITLEMENTS .......................................................................................... 19
  18. ARBITRATION ....................................................................................................... 19
  19. MONITORING ....................................................................................................... 19
  20. APPOINTMENT OF STAFF ....................................................................................... 20
  21. MANAGEMENT OF STAFF ....................................................................................... 20
  22. LIAISON WITH STAFF UNIONS AND ASSOCIATIONS ................................................ 20
  23. REVIEW ................................................................................................................ 20
  24. STANDARDS OF TEACHING AND LEARNING ............................................................ 20
  25. PERFORMANCE MANAGEMENT OF NON LECTURING STAFF ...................................... 20
  26. STUDENT PROGRESS ............................................................................................. 21
  27. PASTORAL CARE ................................................................................................... 21
  28. DISCIPLINE AND HEALTH AND SAFETY ................................................................... 21
  29. RELATIONS WITH OTHER BODIES .......................................................................... 21
  30. RELATIONS WITH THE DEPARTMENT ..................................................................... 21
  31. RELATIONS WITH OTHER EDUCATIONAL ESTABLISHMENTS .................................... 21
  32. RESOURCES .......................................................................................................... 21
  33. PREMISES ............................................................................................................. 21
  34. APPOINTMENT: RESIGNATION: RETIREMENT ......................................................... 22
  35. ABSENCE OF LECTURER FROM DUTY ...................................................................... 24

Terms and Conditions of Service for Lecturers

5

  1. MATERNITY .......................................................................................................... 30
  2. ADOPTION LEAVE AND PAY ................................................................................... 32
  3. PATERNITY LEAVE ................................................................................................. 33
  4. PARENTAL LEAVE .................................................................................................. 34
  5. RIGHT TO REQUEST FLEXIBLE WORKING ............................................................... 35
  6. PROBATIONARY LECTURERS .................................................................................. 36
  7. RESTRUCTURING, REDEPLOYMENT AND REDUNDANCY ........................................... 36
  8. CAPABILITY .......................................................................................................... 36
  9. INDIVIDUAL AND COLLECTIVE GRIEVANCES ........................................................... 36
  10. DISCIPLINARY PROCEDURE ................................................................................... 36
  11. FAIRNESS AT WORK POLICY AND GUIDANCE ......................................................... 36
  12. EQUAL OPPORTUNITIES POLICY ............................................................................ 36
  13. MANAGING STRESS IN THE WORKPLACE ................................................................ 36
  14. INSURANCE .......................................................................................................... 37
  15. TRAVELLING ALLOWANCES FOR LECTURERS .......................................................... 37
  16. WHISTLEBLOWING ................................................................................................ 37
    APPENDIX 1 - LEAVE OF ABSENCE .............................................

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