AKADEMİK PERSONELİN KADRO VE ÇALIŞMA TÜZÜĞÜ

EASTERN MEDITERRANEAN UNIVERSITY

BY-LAW FOR STAFFING AND EMPLOYMENT FOR ACADEMIC STAFF

STATUTE ESTABLISHING NORTH CYPRUS EDUCATION FOUNDATION AND THE EASTERN MEDITERRANEAN UNIVERSITY FOUNDATION

(18/1986, 39/1992, 58/1992, 37/1997 and 37/2011)

By-law under Article 26(2)

This by-law also covers “Eastern Mediterranean University By-law for Staffing and Employment for Academic Staff (Amendment no. 1/89 – 2/24).

The Turkish Republic of Northern Cyprus Council of Ministers has made this By-law in accordance with Article 26(2) of the Statute Establishing the North Cyprus Education Foundation and Eastern Mediterranean University.

CHAPTER I

General provısıons

Brief Title
22.10.1986

R.G. 96

EK III

A.E. 599,

20.04.1989

R.G. 47

EK III

A.E. 178,

13.04.1990

R.G. 43

EK III

A.E. 164,

10.09.1990

R.G. 95

EK III

A.E. 374,

14.12.1990

R.G. 122

EK III

A.E. 531,

07.03.1991

R.G. 22

EK III

A.E. 114,

14.04.1992

R.G. 38

EK III

A.E. 166,

12.11.1992

R.G. 110

EK III

A.E. 491,

21.09.1993

R.G. 94

EK III

A.E. 440,

21.09.1993

R.G. 94

EK III

A.E. 441,

13.02.1998

R.G.15

EK III

A.E. 68,

25.02.1999

R.G. 17

EK III

A.E. 59,

18.10.1999

R.G. 136

EK III

A.E. 639,

23.05.2000

R.G. 63

EK III

A.E. 338,

16.03.2001

R.G. 27

EK III

A.E.159,

05.02.2002

R.G. 13

EK III

A.E.55,

06.08.2003

R.G. 95

EK III

A.E.546,

08.03.2005

R.G. 33

EK III

A.E.131,

18.04.2006

R.G. 68

EK III

A.E.221,

05.11.2007

R.G. 196

EK III

A.E.754,

25.09.2008

R.G. 172

EK III

A.E.710,

03.02.2009

R.G. 25

EK III

A.E. 94,

05.05.2010

R.G. 74

EK III

A.E.279,

28.11.2011

R.G. 202

EK III

A.E.633,

14.03.2018

R.G. 28

EK III

A.E.251,
20.02.2019

R.G. 22

EK III

A.E.120,

05.03.2019

R.G. 29

EK III

A.E.157,

21.03.2019

R.G. 39

EK III

A.E.209,

30.07.2021

R.G. 167

EK III

A.E.560,

10.10.2022

R.G. 235

EK III

A.E.776,

29.08.2023

R.G. 176

EK III

A.E.673,

27.05.2024

R.G. 106

EK III

A.E.417,

31.10.2024

R.G. 223

EK III

A.E.900

This By-law is titled as “Eastern Mediterranean University By-law for Staffing and Employment for Academic Staff”.

Definitions

21.09.1993

R.G. 94

EK III

A.E. 440

Unless otherwise stated in this By-law, the following terms have meanings and equivalents of phrases as mentioned in the “Statute Establishing North Cyprus Education Foundation and Eastern Mediterranean University “(Article no 18/1986): “Academic Staff”, “Council of Ministers”, “Ministry”, “Department”, “President”, “State”, “Associate Professor”, “the Institute”, “Faculty”, “Temporary Employees”, “Workers”, “Undergraduate”, “Postgraduate”, “Academic staff”, “Common Education”, “Professor”, “Contractual Employees”, “Assistant Professor “, “Formal Education”, “School”, and “Higher Education”.

CHAPTER II

Aım

Aim and Scope 21.09.1993 R.G. 94 EK III A.E. 440	3.	This by-law contains the number of the academic staff employed at the Eastern Mediterranean University, their working conditions, qualifications, duties, delegated power and responsibilities, salaries, allowances, appointments, approvals and promotions, pension rights, personnel procedures and disciplinary procedures and aims to regulate the aforesaid matters.
Staff and Scales 21.09.1993 R.G. 94 EK III A.E. 440, 18.04.2006 R.G. 68 EK III A.E.221, 27.05.2024 R.G. 106 EK III A.E.417	4.	(1)	The number and scales of Permanent Staff, Regular Staff or Contractual Academic Administrators or Academic Staff who are responsible for fulfilling their principal and constant duties in the formal and non-formal educational activities at Eastern Mediterranean University are specified in the Column I and Column II attached to this Regulation.
27.05.2024 R.G. 106 EK III A.E.417		(2)	Appointments to be made into the scales specified in Column II, is applied to the first grade of the relevant scale.
27.05.2024 R.G. 106 EK III A.E.417		(3)	Academic staff who are eligible to advance to the next scale grade in their scale table will continue to receive the salary of their current step before the promotion, regardless of the step in the newly assigned scale. The date for in-grade salary increases remains unchanged. However, if the salary corresponding to the first step of the new scale is less than or equal to the salary of the lower grade, they will be entitled to receive the salary from the next step higher than the one they are currently drawing, or from the step above the one equal to their current salary. Personnel subject to Law No. 47/2010 will be processed according to the rules of this law.
Salaries, Fringe Benefits and Allowances	5.	(1)	Academic staff working for the University or in its affiliated units is paid salaries and allowances in accordance with their employed, appointed and administrative duties.
12.11.1992 R.G. 110 EK III A.E. 491		(2)	Salary is a payment given at the end of each month with the scale of maximum 1.35th of the basic salary depending on the assigned duty.
18.04.2006 R.G. 68 EK III A.E.221		(3)	(a)	Allowance is a payment given to academic staff working for the university or in its affiliated units for their services when carrying out managerial duties regardless of the manner of employment. This allowance is paid in the following way:
20.04.1989 R.G. 47 EK III A.E. 178, 21.09.1993 R.G. 94 EK III A.E. 440, 18.04.2006 R.G. 68 EK III A.E.221			(b)	The sum of the allowance is as follows:
				Rector Vice Rector Dean Vice Dean Department Chair Institute Director School Director Assistant Director Assistant Department Chair	400 USD 300 USD 275 USD 200 USD 200 USD 215 USD 215 USD 120 USD 100 USD
18.04.2006 R.G. 68 EK III A.E.221		(4)	Salaries of the contractual academic staff are determined within the following framework:
			(a)	Contractual employees such as Professors, Associate Professors and Assistant Professors can be given 4 times of basic salaries of permanent academic staff with the equivalent titles. Salaries are determined on the basis of their qualification and the length of service, and specified in the contracts.
21.09.1993 R.G. 94 EK III A.E. 440			(b)	Contract employees such as senior instructors and instructors may be paid 3 times of basic salaries of permanent academic staff with equivalent titles. Salaries are determined on the basis of qualification and the length of services, and specified in the contracts.
			(c)	Payments and other allowances or fringes of contractual academic staff are determined in accordance within the framework implemented in TRNC if there lacks any regulation preventing it.
21.09.1993 R.G. 94 EK III A.E. 440, 18.04.2006 R.G. 68 EK III A.E.221			(d)	The previously acquired rights of the academic staff whose status has changed from contractual to the permanent basis will remain the same.
21.09.1993 R.G. 94 EK III A.E. 440, 18.04.2006 R.G. 68 EK III A.E.221, 28.11.2011 R.G. 202 EK III A.E.633		(5)	(a)	Faculty members and academic personnel from other countries are provided with accommodation if stated in their contracts. The academic personnel who are provided with the aforesaid accommodation is required to pay the monthly amount of 1/3 of the minimal wage valid in TRNC for maintenance purposes.
18.04.2006 R.G. 68 EK III A.E.221, 28.11.2011 R.G. 202 EK III A.E.633			(b)	The Board of Trustees is the authority determining the allocation of housing for academic staff of the university.
Duties and Responsibilities of the Academic Personnel	6.	Academic personnel working for the University and in the affiliated units of the university are expected to carry out teaching-learning process and applied research, research work, supervise projects, hold seminars and fulfill administrative duties at the university level in accordance with the mission and principles of the University.
General and Special Qualifications Required from the Academic Personnel 30.07.2021 R.G. 167 EK III A.E.560	7.	(1)	General and special qualifications stated in Table III, required from the Academic personnel are as follows:
			(A)	To be a citizen of the TRNC;
			(B)	Not to be banned from public rights due to treason committed against the homeland and society;
			(C)	Not to be sentenced for more than one year or not to be convicted for such crimes as bribery, theft, swindling, forgery, embezzlement, rape, fraudulent bankruptcy and other similar disgraceful accusations even if they have been pardoned;
			(D)	Not to have physical or mental disease or handicap that could prevent from fulfilling the duties assigned by the job to be taken;
			(E)	To have fulfilled compulsory military service;
			(F)	To have a good record from the highest official body where the employee had worked most recently.
			(G)	Not to be over 67 years old.
20.04.1989 R.G. 47 EK III A.E. 178, 18.10.1999 R.G. 136 EK III A.E. 639, 18.04.2006 R.G. 68 EK III A.E.221, 30.07.2021 R.G. 167 EK III A.E.560		(2)	Qualifications mentioned in subparagraphs (A) and (E) are not required for contractual or permanent staff. However, in case of need, the qualification mentioned in subparagraph (E) will be valid for TRNC citizens provided that they have a document verifying that their military service has been postponed. International academic personnel who will be appointed on a contractual basis are required to complete their residence and work permit procedures subject to the rules and regulations of Turkish Republic of Northern Cyprus without any inconvenience.
Filling the Vacancy	8.	In order to fill the vacancy it is obligatory for the staff to meet the general and special qualifications sought, to apply for the job and to demonstrate successful performance in the assessments, interviews or examinations.

CHAPTER III

FORMS OF EMPLOYMENT OF THE ACADEMIC PERSONNEL

Forms of Employment 18.04.2006 R.G. 68 EK III A.E.221, 30.07.2021 R.G. 167 EK III A.E.560, 31.10.2024 R.G. 223 EK III A.E.900	9.	(1)	Academic Personnel employed at the University may be assigned to duties with three different statuses: Contractual Personnel, Regular Personnel with Special Status and Contractual Personnel with Special Status.
			(A)		Contractual personnel are employed to ensure the delivery of services for a specified period, not shorter than one semester, and in accordance with the provisions set out in this By-law.
			(B)		“Regular Personnel with Special Status” refers to the employment of an individual who, while working as a regular academic personnel member at the University and qualifying for retirement pension and/or old-age pension, has retired under the TRNC Social Insurance Department, but is still employed to continue their services at the University. Regular academic personnel to be employed within this scope may work until the age of 65, at most and, the matters regarding their employment is as follows:
					(a)	An academic personnel member who has retired under the Social Security Department of TRNC, may be employed as Regular Personnel with Special Status at Eastern Mediterranean University provided that they apply to the Rector’s Office, indicating their interest in this position.
					(b)	The combined total of the gross salary or wage paid for duties performed by Regular Personnel with Special Status, along with any retirement or old-age pension, must not exceed the gross salary and/or wage outlined for the designated position and cadre in this By-law.
					(c)	Regular Personnel with Special Status employed under this scope shall fully retain their 13th-month salary bonus and all rights and obligations held before retirement, with the exception of Severance Pay, as specified in this article.
					(d)	This employment method is applicable to regular academic personnel at Eastern Mediterranean University who were employed when the Retirement (Amendment) Law (ref. no. 6/2024) came into force and are to retire from the university.
			(C)		“Contractual Personnel with Special Status” refers to the employment of an individual who, while working as a regular academic personnel member at the University and qualifying for retirement pension and/or old-age pension, has retired under the TRNC Social Insurance Department, but is still employed to continue their services at the University. However, contractual academic personnel who have not served for at least six years prior to 04.04.2024, and are not eligible to transition to regular staff status, may still be employed if their services are required and within the constraints of the unit’s budget and staff (quota) limits. “Contractual academic personnel with special status” to be employed within this scope may work until the age of 65, at most and, the matters regarding their employment is as follows:
					(a)	A contractual academic personnel member who has retired under the Social Security Department of TRNC, may be employed as Contractual Personnel with Special Status at Eastern Mediterranean University provided that they apply to the Rector’s Office, indicating their interest in this position.
					(b)	The combined total of the gross salary or wage paid for duties performed by Contractual Personnel with Special Status, along with any retirement or old-age pension, must not exceed the gross salary and/or wage outlined for the designated position and cadre in this By-law.
					(c)	Contractual Personnel with Special Status employed under this scope shall fully retain their 13th-month salary bonus and all rights and obligations held before retirement, with the exception of Severance Pay, as specified in this article.
					(d)	This employment method is applicable to contractual academic personnel at Eastern Mediterranean University who were employed when the Retirement (Amendment) Law (ref. no. 6/2024) came into force and are to retire from the university.
31.10.2024 R.G. 223 EK III A.E.900			(2)		(A)	To be appointed to Regular Personnel status, an individual must have worked for at least six years as contractual academic staff in cadres of Professor, Associate Professor, Assistant Professor, Senior Instructor, Lecturer or Specialist before 04.04.2024. This appointment is permanent and without a contract, excluding those in the ‘Primary Personnel’ category. Academic staff who reach the age of 65 will be removed from the ‘Regular Personnel’ category.
31.10.2024 R.G. 223 EK III A.E.900					(B)	The renewal of academic personnel contracts, the transfer of contractual personnel to Regular Personnel positions, and the conditions for their removal from the Regular Personnel cadres are determined according to the Board of Trustees’ decision to be taken upon proposal of the Senate, in accordance with the By-law for Performance Development, Measurement, and Evaluation for Academic Personnel. However, those with the below-mentioned circumstances are ineligible for the regular personnel status:
						(a)	Retired from an institution and/or organization either domestically or internationally,
						(b)	Do not meet the Academic Evaluation Criteria (ADEK criteria) sought for their relevant academic cadre,
						(c)	Be over 60 years old,
						(d)	Received any disciplinary penalty by the Academic Personnel Disciplinary Board within the last three years,
						(e)	Be in the cadre of ‘Visiting Faculty Member’.
					(C)	Regular Personnel status is granted to individuals who have served at least six years as contractual academic staff cadres of Professor, Associate Professor, Assistant Professor, Senior Instructor, Lecturer, or Specialist prior to 04.04.2024. Those employed after this date are ineligible for Regular Personnel Staff status.
18.04.2006 R.G. 68 EK III A.E.221, 30.07.2021 R.G. 167 EK III A.E.560, 31.10.2024 R.G. 223 EK III A.E.900
18.04.2006 R.G. 68 EK III A.E.221, 30.07.2021 R.G. 167 EK III A.E.560, 29.08.2023 R.G. 176 EK III A.E.673, 31.10.2024 R.G. 223 EK III A.E.900



Visiting Academic Staff 30.07.2021 R.G. 167 EK III A.E.560, 27.05.2024 R.G. 106 EK III A.E.417	9A.	(1)	In some special cases, appointments can be made with the temporary title of “visiting assistant professor”, “visiting associate professor” or “visiting professor”.
		(2)	The method of appointment to the position of visiting academic staff is applied with a consideration of one of the following special situations:
			(A)	Ensuring that faculty members of whom the university has extreme difficulties in finding are brought to the university under special conditions.
			(B)	Regardless of the absence of vacant positions for assistant professors, associate professors, or professors at the university, there exists a necessity to employ assistant professors, associate professors, or professors due to the requirements of current or prospective international accreditation bodies, the equivalency conditions from various countries, and the quota conditions of the Turkish Higher Education Council placement exam.
27.05.2024 R.G. 106 EK III A.E.417
27.05.2024 R.G. 106 EK III A.E.417
27.05.2024 R.G. 106 EK III A.E.417		(3)	Appointment of the visiting faculty members is made upon the reasoned request of the department chair, the dean's office or the directorate, recommendation of the Rector’s Office and the approval of the Board of Trustees.
27.05.2024 R.G. 106 EK III A.E.417		(4)	The maximum duration of the contract to be signed with a visiting lecturer is one year. The contract of the visiting lecturer can be extended or renewed with the reasoned request of the dean's office or the directorate, recommendation of the Rector’s Office and the approval of the Board of Trustees.
27.05.2024 R.G. 106 EK III A.E.417		(5)	The salary of visiting lecturers is within the scales determined for the Visiting Faculty Member in the Column 1 of this Regulation and, the first appointment applies from the first grade of the relevant scale.
27.05.2024 R.G. 106 EK III A.E.417		(6)	Persons over the age of 67 cannot be appointed as Visiting Lecturers.
27.05.2024 R.G. 106 EK III A.E.417		(7)	Salary coefficients of the visiting lecturers are determined in the first year of their appointment as visiting lecturers in accordance with fifth item of this Article (9A.5). However, if they do not meet the ADEK criteria, which will correspond to the title they use as a Visiting Lecturer in the second year, their salary coefficient is reduced to 0.85 in any case.
27.05.2024 R.G. 106 EK III A.E.417		(8)
	10.	The employment methods of the Academic personnel working at units operating under the University will be added to the By-law as the units are set up.

CHAPTER IV

COMMITMENTS

Act of Commitment	11.	Academic staff is obliged to comply with the Turkish Republic of Northern Cyprus Constitution and laws.
Commitment to Obey Rules	12.	Academic staff is required to do their best to accomplish duties assigned by superiors. However, in case when the order contradicts the Constitution, laws, by-laws and regulations, the staff will not abide by the given requisition and will inform the authority who has given the order of its contradiction in a written form. If the superior insists on and renews the requisition in writing, the academic personnel will abide by it, but will not bear any responsibility for the consequences. The requisition that constitutes criminal offence cannot be fulfilled in no way and the academic personnel who fulfill it will shoulder the responsibility. Nevertheless, if the superior who has issued the requisition clearly states in writing that it does not constitute any criminal offence, and if it becomes apparent that the requisition is not illegal, it will be fulfilled. The person who has issued the requisition will shoulder responsibility. In states of emergency such as war or natural disasters, exceptions to the law are made for public safety and order.
Commitment to Carry out Services with Attention and Care	13.	Members of academic staff are required to fulfill their duties with care and attention. They are accountable for the losses and damages given by them to the university, intentionally or inadvertently. The third parties who suffer damage or a loss in the term of service will sue not the academic personnel, but the University. The Rectorate’s right to take an action against the responsible academic personnel is preserved. No action can be taken against the academic personnel who are not tainted by the court under any law or regulation.
Commitment for Behavior and Collaboration	14.	(1)	It is essential that academic staff work in cooperation.
		(2)	Academic personnel are required, as is entailed by their duties, to demonstrate with their behaviour in both inside and outside services that they are respectful and trustworthy.
Commitment to Fulfill duties	15.	Academic staff will be located on duty during business hours. However, they can leave their office with permission.
Commitment for Contract Termination	16.	Academic staff must return back all official documents associated with their duties, tools and supplies that are allocated to them and leave all kinds of movable and immovable property. This obligation also covers inheritors of Academic Personnel.
Neutrality Commitment	17.	In fulfilling their duties, academic staff cannot discriminate people or take sides on the basis of their language, race, gender, philosophical belief, political opinion, religious and sectarian belief.

CHAPTER V

general and specIal rIGHTS

Pensions Rights	18.	(1)	The retirement procedures of the academic staff who served in active duty in the regular personnel category, subject to the Pension Act, are finalized by the Board of Trustees and the payment is made by the Board.
		(2)	The rights of those who transfer to the University staff positions from the public sector positions which allow earning the right to get a pension will be merged with later services, and their rights and interests shall be calculated and paid, accordingly. However, for those who begin their university service after having taken their pension rights and benefits, no merger will take place.
08.03.2005 R.G. 33 EK III A.E.131		(3)	The time years served as an assistant professor by the academic staff, who were employed initially as an assistant professor prior to 13^th July 1987 at the East Mediterranean University (or at the Higher Technology Institute), and who became associate professor or professor and are currently employed, are included in the actual period of service and the minimum service period required for the retirement pension is calculated according to the terms and regulations as of the employment date provided that the service has not been interrupted, regardless of being employed as an assistant professor.
Withdrawal from Position	19.	(1)	An academic staff can withdraw from the position by presenting a written petition to the Rector’s Office.
		(2)	Upon the removal from the post of an academic staff, provisions of the present By-law and Law on pension 26/77 will applied.
Free Treatment	20.	(1)	Academic personnel have the right to benefit free of charge from medical services, medication, and similar services rendered by the state.
		(2)	This right also extends to the spouse of the academic staff member, their fathers or mothers that they are obliged to take care of, children who are under 18, their children who are above 18, but are students, their unmarried daughters and their mentally disabled children.
		(3)	In case when a fully equipped state hospital health board arrives at such a conclusion that the academic personnel’s treatment is impossible in the country, the academic personnel can be sent abroad for treatment. The travel expenses and treatment costs are covered by the Board.
		(4)	Retired academic staff also benefit from the said right within the framework of the prescribed rules.
Right to Salary and Salary Increase 23.05.2000 R.G. 63 EK III A.E. 338, 18.04.2006 R.G. 68 EK III A.E.221, 05.05.2010 R.G. 74 EK III A.E.279	21.	In line with the principles and criteria determined by the Cabinet of Ministers, cost of living concession is paid to academic personnel in permanent, permanent staff candidate, regular and contractual staff positions and retired academic personnel.
Right to the Increase in Scale 18.04.2006 R.G. 68 EK III A.E.221	22.	(1)	Permanent staff, candidates to permanent staff or the academic personnel who are considered as regular staff are regularly given annual scale increase as of the first appointment or as of the date of appointment approval if the following terms are met:
			(a)	If s/he has worked on that scale at least one year;
21.09.1993 R.G. 94 EK III A.E. 440			(b)	If s/he has good credentials for the current year;
			(c)	If the current scale allows him/her move horizontally in the scale s/he is in.
16.03.2001 R.G. 27 EK III A.E.159			(d)	If s/he meets the minimum requirements determined by the University Executive Board within the framework of Academic Evaluation Criteria defined by the Eastern Mediterranean University Academic Staff Title By-law.
		(2)	Annual salary increase to be paid to the contractual academic personnel is specified in special employment agreements prepared for the said academic staff.
Thirteenth Salary Bonus	23.
10.09.1990 R.G. 95 EK III A.E. 374, 18.04.2006 R.G. 68 EK III A.E.221		(1)	Within the scope of this By-law, once a year in December all full-time academic staff and retired academic staff are paid 13^th salary bonus on the basis of their December salary.
		(2)	According to contract terms, the thirteenth bonus salary is paid to the contractual personnel in December or based on their most recent salary when they leave office.
		(3)	The payment of the thirteenth bonus salary is determined as follows:
			(a)	The thirteen salary paid to the full-time academic staff is equal to the December gross salary after the income tax has been deducted.
			(b)	The amount paid to the person who removes from his or her office during a relevant financial year is defined in the following way: the amount that remains after the income tax has been deducted from the person’s gross salary for the most recent service month is multiplied by the total number of months worked within the current year and divided by 12. When calculating the length of service, the periods consisting of 15 days or more are considered as a whole month while the periods that are less than 15 days are not taken into account.
		(4)	The thirteenth salary bonus is not taken into account when retirement benefits are calculated.
Extra Work Allowances	24.	(1)	Academic staff is required to work within the framework of principles and criteria that are indicated in this By-law. Those who fulfill duties beyond these principles and criteria are paid allowances for their extra work.
21.09.1993 R.G. 94 EK III A.E. 440		(2)	Allowances for extra work cannot be paid in other ways than those mentioned above.
		(3)	Allowance paid to the academic staff for their extra work may not exceed their gross salary that they receive for their main duties.
		(4)	Allowance paid to the academic personnel for their extra work is calculated based on their gross salary and the total of hours that they are normally required to work.
20.02.2019 R.G. 22 EK III A.E.120		(5)	No payment is issued for extra course load undertaken by academic personnel who have either been elected for the positions of Rector, Dean, Institute Director, School Director and Department Chair or undertaken the aforesaid duties as deputies.
Right to Develop Skills	25.	The academic personnel have the right to attend the courses, seminars, and conferences which may contribute to their professional knowledge, performance and skills. The rights for and terms of participation in such activities are specified in the relevant regulations.
Right to Proxy Salary	26.	Academic Personnel assigned to a position by proxy under is entitled to receive salary within this framework of this By-law.
Right of Complaining and Lawsuit	27.	Academic staff has a right of complaining and filing a lawsuit against the competent instances or authorities for the administrative actions and procedures, or disciplinary actions inflicted on them. This right is practiced within the framework of the Constitution, the University Statute and other existing laws.
Publication Rights	28.	Academic staff has a right to freely express his or her views and thoughts concerning professional, scientific and cultural issues through the media and publications.
Duties by Proxy 21.09.1993 R.G. 94 EK III A.E. 440	29.	The duties to be carried by University academic administrative organs are carried out by paying salary for proxy duties. Proxy appointments take place upon the Rector’s proposal and approval of the Board of Trustees. However, academic administrative duties to be fulfilled without paying proxy salary are assigned by the Rector and the Board of Trustees is informed about it. To give the mandate to:
		(A)	the vacancy must be open.
		(B)	the duties that the academic personnel are to be appointed by proxy cannot be under the position that s/he is currently taking.
		(C)	the academic staff appointed by proxy shall be paid the salary of the position performed by proxy.
		However, in order to be paid for proxy duties, it must last more than three months. The proxy duties that last less than three months are not paid for.
Annual Leave of Absence 21.09.1993 R.G. 94 EK III A.E. 440, 05.02.2002 R.G. 13 EK III A.E.55, 18.04.2006 R.G. 68 EK III A.E.221	30.	(1)	(a)	Full-time academic personnel are granted a total of 30 (thirty) working days of paid annual leave.

			(b)	The leaves of absence which can be used during the academic year are defined by taking into consideration the date that the academic personnel commenced his or her duties and are proportional to the length of the service; in any case “Leave of Absence Form” prepared by the Rector’s Office must be filled in.
			(c)	Apart from the academic staff annual leave, academic personnel may have paid leave of absence within the framework of the principles specified by the University Executive Board to carry out the research work that they have planned to do beyond the University or abroad.
		(2)	(a)	It is essential that employees use their annual leave of absence within the framework of “The Annual Leave of Absence Principles” in such a way that the duties and responsibilities of the academic staff concerning the teaching-learning process are not disrupted.
			(b)	Academic staff is required to have at least at least 15 calendar days of uninterrupted leave of absence once a year.
		(3)	Apart from the leave of absence to be used during the winter and summer breaks, the academic staff can be granted by the Rector’s office compassionate leave up to 15 days a year. This may be extended up to a month as unpaid.
Sick Leave 21.09.1993 R.G. 94 EK III A.E. 440, 05.11.2007 R.G. 196 EK III A.E.754	31.	Excluding those who hold the status of regular (active) pensioners due to the fact that their employment commenced at the time of Higher Institute of Technology, all academic personnel who pay insurance premium to the Turkish Cypriot Social Insurance Department will be subject to the Turkish Cypriot Social Insurance Act in case they fail to do their duties due to illness.
Leave of Absence during Pregnancy and Birth 05.11.2007 R.G. 196 EK III A.E.754	32.	Excluding those who hold the status of regular (active) pensioners due to the fact that their employment commenced at the time of Higher Institute of Technology, all academic personnel who pay insurance premium to the Turkish Cypriot Social Insurance Department will be subject to the Turkish Cypriot Social Insurance Act in case they fail to do their duties due to pregnancy and birth.
Unpaid and Partly- funded Leaves of Absence	33.
21.09.1993 R.G. 94 EK III A.E. 440, 18.04.2006 R.G. 68 EK III A.E.221		(1)	Permanent, regular or contractual personnel can be granted unpaid leave of absence upon the proposal of Department Head and the Dean or Director, favorable views of the University Executive Board and the approval of the Board of Trustees if their duties in the public service, foreign countries and or international organizations are in conformity with the aims and targets of the university and are of the university’s benefit. Their employment positions will continue and the period that they stay abroad will be considered as uninterrupted from the retirement view point. During the period that they are on leave of absence, they cannot benefit from the increase in scale. Those staff members reaching the end of their period of leave but not returning to duty shall be deemed to have withdrawn from duty and their time spent abroad would not count for retirement purposes. Those who do not return when the leave of absence is over will be considered as removed from their positions and the period they spend abroad will not be taken into account from the retirement viewpoint.
		(2)	The academic personnel who has obtained a scholarship by using his or her own means and those who want to benefit from the scholarship provided by the Scholarship Selection Committee to take a course or continue their education in a related field can be granted leave of absence upon the recommendation of the Rector’s office and the approval of the Board of Trustees. In case when the amount of the received scholarship is less than the monthly salary they are paid, the difference is covered by the University. The period that they are on leave of absence shall be deemed valid in terms of retirement. In addition, the period that they are on leave of absence will be considered valid in terms of salary increase scale provided that having completed their course or study successfully they return back to their previous position. The academic personnel who are in such a situation are obliged to return to their position when their course or study is over. Otherwise, the period that they were on leave of absence will not be taken into account in terms of retirement; moreover, they will have to reimburse all the expenses that the University has made for them.
10.10.2022 R.G. 235 EK III A.E.776		(3)	Senior Faculty Members benefit from support and awards like full-time staff and receive referee allowances for their academic work, scientific publication award support, award support for citations in scientific publications, international joint publication support, outsourced project award, publication success plaque award, researcher incentive award and scientific meeting participation.
21.03.2019 R.G. 39 EK III A.E.209		(4)	An unpaid leave of absence up to 6 (six) months may be granted to academic staff upon request by the Board of Trustees, in the event of the academic staff or one of the family members including the mother, father, spouse, children or one of the siblings, encountering an accident or suffering from an important disease, on the condition that this situation is confirmed by an official report from the Health Council. The said leave may be extended up to 2 (two) years, at most, through the same method. Positions of academic staff who have been granted leave of absence through the aforesaid method will continue as they are and the period that they are on leave of absence shall be deemed valid and uninterrupted in terms of retirement. Academic staff members as such cannot benefit from an increase in scale during the period that they are on leave of absence. Those staff members reaching the end of their period of leave but not returning to duty shall be deemed to have withdrawn from duty and the period spent during the unpaid leave would not be taken into account for retirement purposes.

CHAPTER VI

PROHIBITIONS

Prohibition of Political Activities 14.03.2018 R.G. 28 EK III A.E.251	34.	Academic personnel may become members of political parties; They may undertake duties at the central organs of political parties as well as research and advisory units operating under them, provided that their participation does not prevent them from fulfilling their assigned duties and responsibilities and that they inform the university within one month. Academic staff engaging in the said political activities can neither be elected nor appointed as the Rector, Dean, Institute Director, School Director and Department Chair, nor as the Vice Rector, Assistant Institute Director, Assistant Director or Assistant Department Chair, nor undertake duties as proxies in their absence.
Prohibition of Giving Information and Making Statements	35.	Academic personnel cannot make any written or oral statements about the University in the press or mass media on behalf of the Rector’s Office unless they are authorized to do so.
Prohibitions of Accepting Gifts and Getting Interests 21.09.1993 R.G. 94 EK III A.E. 440	36.	Academic personnel is prohibited to get any interests, bribes or gifts from anyone including students, directly or indirectly, who are members of the institution which is under his or her control for the services given to either physical person or juridical person under any pretext.
Prohibition of Doing an Additional Work 03.02.2009 R.G. 25 EK III A.E. 94	37.	(1)	Academic Personnel are responsible to reserve all their time to for the university service and fulfill their duties, and cannot take any extra duties either paid or unpaid within or outside the university; also they cannot do any self-employed work. However, such duties as the Administrative Council member or auditor in a cooperation or organization established by the contribution of the state the Public Economic Enterprises with the aim of representing the state, duties in various organizations with approval of the Rector’s office which serve the university’s general benefits and duties as establishing an association in the structure of Famagusta Technology Development Zone where the academic personnel may convert their technological knowledge and experience into the products with economic value and/or services in research, development, implementation and consultancy in the associations to be established with this in mind cannot not be considered as additional work.
03.02.2009 R.G. 25 EK III A.E. 94	37.	(2)	The regulations on the principles of establishing firms/companies in the structure of Famagusta Technology Development Zone by the academic personnel and/or assigning duties in the association to be established in research, development, implementation and consulting services will be indicated in the relevant regulations to be prepared by the Senate and approved by the Board of Trustees.
Prohibition of Disclosure of Confidential Information	38.	(1)	While fulfilling their duties, academic staff cannot disclose the confidential information that they have learned or of which they were informed in writing the need to keep the information confidential, or publish the official documents without the written consent of the Rector’s Office.
		(2)	Academic personnel are obliged to keep the information indicated in Article (1) secret for 10 years even if their duties in office have been terminated. The University preserves a right of the lawsuit against those who do not comply with this term.
		(3)	The academic personnel has to conform when s/he is summoned to an authorized court to act as a witness in relation with job related topics or to show an official document that s/he protects and s/he is obliged to inform the Rector’s Office about the call-up notice.
		(4)	No prohibitions are foreseen in this Article for the procedures that have nothing to do with the University.
Prohibition of Activities that may Bring Commercial or Other Gains 03.02.2009 R.G. 25 EK III A.E. 94	39.	Academic staff cannot undertake any activity that can categorize them as merchants or craftsmen, cannot open a private office or a private school offering specialized courses and work at such places, cannot undertake any duties in industrial and agricultural enterprises, they cannot act as business representatives or agents, they cannot be a partner of shareholder in the any companies or partnerships except for companies established in the structure of Famagusta Technology Development Zone as indicated in Article 37(1) and cannot act as a manager or auditor in such companies and partnerships which require continuous operation. Article 37 (2) is applied when academic personnel establish a company in the structure of Famagusta Technology Development Zone or undertakes duties at the companies of Famagusta Technology Development Zone.

CHAPTER VII

RULES FOR DISCIPLINE

Disciplinary Actions	40.	(1)	Academic personnel who do not comply properly with their duties, commitments and responsibilities that they are required to meet based on the present by-law and the Statute 18/1986 at the university and in the affiliated units, and who engage in prohibited deeds, actions or behaviors shall be subject to disciplinary penalties depending on their nature and gravity.
		(2)	Disciplinary penalties may include any of the following: Warning, Reprimand, long-term or short-term stoppage in position progress, temporary dismissal from work, annulment of the contract and termination of the contract.
		(3)	Punishments other than Warning, Reprimand, long-term or short-term stoppage in position progress are finalized following the approval of the Board of Trustees.
		(4)	The scope of offenses that need to be penalised and the basis for the system of disciplinary proceedings are defined by the regulations to be prepared by the Rector’s Office and approved by the Board of Trustees

CHAPTER VIII

MISCELLANEOUS PROVISIONS

Academic Staff Registry files and the Registry of Disciplinary Processes	41.	(1)	A register file and a personnel file is kept for each academic personnel.
		(2)	The Personnel file includes the academic personnel’s documents pertaining to his or her education, disciplinary condition, administrative and academic activities and publications, medical reports and information and documents concerning leaves of absence.
		(3)	The register file includes evaluation reports, awards received, disciplinary penalties and their reasons, information and documents relating registry evaluation.
		(4)	The basis and the way on which the registry file is compiled, how disciplinary penalties are registered in the rolls and how they can be deleted, and how a new file is compiled are indicated in relevant regulations.
Termination of Academic Staff Office 30.07.2021 R.G. 167 EK III A.E.560	42.	(1)	Academic personnel’s term of office is terminated in the following cases:
			(A)	When academic personnel withdraw from their positions in their own desire.
			(B)	When academic personnel are appointed to other positions by the competent authorities based on their applications.
			(C)	When academic personnel retires.
			(D)	When academic staff does not show any progress due to insufficient effort while being a candidate to be a permanent staff, he or she will be dismissed from the positions upon the written request of the Rector’s Office and the approval of the Board of Trustees.
			(E)	When the contract of the contractual personnel is annulled or not renewed.
			(F)	When academic staff has been penalised with dismissal from the position due to disciplinary problems.
			(G)	In the event of death of the academic personnel.
			(H)	In the event of the Academic Staff being over the age of 67.
		(2)	The contractual period of the academic staff whose contracts are to be renewed is determined so as not to exceed the age of 67. In accordance with the subparagraph (H) of Item 1 of the present article, the employment relationship between the personnel who turns 67 years old and the university continues throughout the academic semester they are in, and the said relationship ends at the end of the relevant semester.
Distinguished Professor 30.07.2021 R.G. 167 EK III A.E.560, 10.10.2022 R.G. 235 EK III A.E.776	42A.	(1)	Distinguished Professor is one of the persons whose duty has ended in accordance with subparagraph (H) of Item 1 of Article 42 of the present By-law, or in any case, describes a person who has had the title of Professor at the Eastern Mediterranean University before, and who fulfills the criteria of Professor in accordance with the University's Academic Evaluation Criteria; and, at the same time, who are to serve the University with the expectation that they will make high-level contributions in various areas including refereeing in national and international journals, scientific article production, its control, supervision, thesis supervision, and offering undergraduate or graduate courses that require special expertise. Distinguished Professors are appointed for a one-year period upon the request of the Department, Faculty or School boards, recommendation of the Rector’s Office and the approval of the Board of Trustees, respectively.
		(2)	Distinguished Professors do not receive any salary in return for their services, do not take place in positions, and are not entitled to the terms of service, qualifications, duties, powers and responsibilities, salary and office allowances specified in this By-law. However, they are entitled to travel and subsistence contribution 2.5 times the daily gross minimum wage for each day they actually come to the University and serve. The allowance and subsistence contribution will be determined equally for all Distinguished Professors on a daily basis.
		(3)	Distinguished Professors benefit from support and awards like full-time staff and receive referee allowances for their academic work, scientific publication award support, award support for citations in scientific publications, international joint publication support, outsourced project award, publication success plaque award, researcher incentive award and scientific meeting participation.
		(4)	Persons who are to contribute to the university as Distinguished Professors must meet the conditions set out in Item (1) of this article, as well as the following requirements:
			(A)	To have at least 2 times the minimum ADEK total score required for Professorship in the Related Field of Science.
10.10.2022 R.G. 235 EK III A.E.776			(B)	To be over 50 years old.
			(C)	Having worked at the Eastern Mediterranean University for at least 5 years. (This period can be increased with the decision of the Faculty or School Board and the approval of the Rector’s Office.)
			(D)	Not currently working on a full-time or part-time basis in any institution of higher education either within the country or abroad.
Senior Faculty Member 10.10.2022 R.G. 235 EK III A.E.776	42B.	(1)	Senior Faculty Member refers to Faculty Members (Assist. Prof. Dr., Assoc. Prof. Dr. and Prof. Dr.) whose duty have ended in accordance with subparagraphs (A) or (H) of Item 1 of Article 42 of the present By-law who are to serve the University with the expectation that they will make contributions in various areas including offering undergraduate or graduate courses. Senior Faculty Members are appointed for a one-year period upon the request of the Department, Faculty or School boards, recommendation of the Rector’s Office and the approval of the Board of Trustees, respectively.
		(2)	Senior Faculty Members do not receive any salary in return for their services, do not take place in positions, and are not entitled to the terms of service, qualifications, duties, powers and responsibilities, salary and office allowances specified in this By-law. However, they are entitled to travel and subsistence contribution 2.00, 2.20 and 2.40 (Assist. Prof. Dr., Assoc. Prof. Dr. And Prof. Dr., respectively) times the daily gross minimum wage for each day they actually come to the University and serve. The allowance and subsistence contribution will be determined equally for all Senior Faculty Members on a daily basis.
		(3)	Senior Faculty Members benefit from support and awards like full-time staff and receive referee allowances for their academic work, scientific publication award support, award support for citations in scientific publications, international joint publication support, outsourced project award, publication success plaque award, researcher incentive award and scientific meeting participation.
		(4)	Persons who are to contribute to the university as Senior Faculty Members must meet the conditions set out in Item (1) of this article, as well as the following requirements:
			(A)	To be over 50 years old.
			(B)	Having worked at the Eastern Mediterranean University for at least 10 years as a Full-Time staff member.
			(C)	Not currently working on a full-time or part-time basis in any institution of higher education either within the country or abroad.
Withdrawal from Office	43.	(1)	Academic personnel who wish to withdraw from the duties cannot realize the procedures of withdrawing from duties or position unless they complete the procedures relating to the duties stipulated in Article 16. The office in concern is responsible to complete the withdrawal procedures at the latest within 90 days.
		(2)	Those that leave their office without obeying the rules indicated in the previous paragraph are obliged to reimburse the financial losses that they may cause to the university while criminal liability being preserved.

CHAPTER IX

TEMPORARY PROVISIONS

Provisional Article 1 Transfer and Adaptation of the Permanent Academic staff of the Higher Technological Institute	(1)	Those appointed as permanent staff in accordance with the principles specified by The Higher Technological Institute Foundation law as amended by no. 18/81 which existed before the present By-law came into force are transferred to the following duties as permanent staff of the university based on the provision (4) of Article 1 of the Provisional Rules of the law:
		(a)	Those who are to be transferred and adjusted will be informed in a written form of the title to be appointed, their power and responsibilities, salary scale, the scale that they will be on and place of their service, and the staff to be transferred and adjusted will have to submit a notice verifying that they accept it. Academic personnel will submit a written notice within 15 days the latest.
		(b)	Academic personnel who agree to accomplish their duties in the University will be subject to the provisions of the present by-law. However, they are deemed as in article 9 (c) regardless of their academic title in terms of employment.
		(c)	The procedures for the academic staff shall be completed within three months from the date of entry into force of the present By-law.
		(d)	The Board of Trustees will consider the academic staff of the Higher Technological Institute separately as those who have not been appointed to the permanent status and the contractual staff. The procedure shall be completed within the first three months after the current by-law comes into force.
Provisional Article 2 On the Appointment of the Contractual Academic staff as Permanent Academic staff 18.04.2006 R.G. 68 EK III A.E.221	(1)	Contractual academic staff who worked for at least 6 (six) full time years before the present by-law entered into force and met the following requirements will be transferred to Permanent academic staff status upon the approval of the Board of Trustees, if they apply:
		(a)	Not having retired from any institution and/or organisation;
		(b)	Having met the Academic Evaluation Criteria (ADEK criteria) of the position they are in.
		(c)	Not being older than the age of 55.
		(d)	Not having been subject of any disciplinary penalty issued by the Disciplinary Committee within the last three years.
		(e)	The conditions of the contract renewal of the academic personnel, the transfer of contractual staff to permanent staff status, and dismissal of the permanent staff from the position are stipulated by Article 9(e) of the present by-law.
	(2)	The regulations prescribed in this by-law shall be appropriated to the by-law within four months following its entry into force.
Provisional Article 3 05.05.2010 R.G. 74 EK III A.E.279	Column II specified in Article 3 of the present by-law enters into force as of 1 January 2010.
Provisional Article 4 30.07.2021 R.G. 167 EK III A.E.560	(1)	The employment relationship between the staff member, who has completed the age of 67 or will turn 67 within the contract period, and the university ends at the end of the contract, on the present by-law’s date of entry into force and during its first application.
	(2)	The employment relationship between the staff member who has completed the age of 67 on the present by-law’s date of entry into force and during its first application, or who will turn 67 years old during the administrative duty (Dean, School Director, Department Head), and the university continues until the end of the academic term when the administrative duty comes to an end.
	(3)	On the present by-law’s date of entry into force and during its first application, academic staff members who have completed the age of 67 and who are in the status of Permanent Staff are removed from the status of Permanent Staff and a one-year contract is made with them upon request. At the end of this period, the employment relationship of such staff with the University is terminated.
	(4)	On the present by-law’s date of entry into force and during its first application, a one-year contract is made upon the request of the contract staff, who have completed the age of 67 and whose current contract will expire in 2021. At the end of this period, the employment relationship of the personnel with the University is terminated.
Provisional Article 5 27.05.2024 R.G. 106 EK III A.E.417	(1)	Column II specified in Article 4 of this Regulation is put into effect as of 1 April, 2024
	(2)	The amendment to the Column II in Article 4 of this Regulation and the adaptation of Academic Personnel to the new scales and grades in the new version of Column II comes into effect as of 1 April, 2024, as specified below:
	TITLE			Existing Scale		Equivalent in the New Scale Table
	PROFESSOR					7	14
						7	13
				7	8	7	12
				7	7	7	11
				7	6	7	10
				7	5	7	9
				7	4	7	8
				7	3	7	7
				7	2	7	6
				7	1	7	5
						7	4
						7	3
						7	2
						7	1
	ASSOCIATE PROFESSOR			6	8	6	14
				6	7	6	13
				6	6	6	12
				6	5	6	11
				6	4	6	10
				6	3	6	9
				6	2	6	8
				6	1	6	7
							6
							5
							4
							3
							2
							1
	ASSISTANT PROFESSOR			5	8	5	14
				5	7	5	13
				5	6	5	12
				5	5	5	11
				5	4	5	10
				5	3	5	9
				5	2	5	8
				5	1	5	7
							6
							5
							4
							3
							2
							1
	SENIOR FACULTY MEMBER			4	11	4	14
				4	10	4	13
				4	9	4	12
				4	8	4	11
				4	7	4	10
				4	6	4	9
				4	5	4	8
				4	4	4	7
				4	3	4	6
				4	2	4	5
				4	1	4	4
						4	3
						4	2
						4	1
	SENIOR INSTRUCTOR and INSTRUCTOR (for those who are in scale 3)			3	11	3	14
				3	10	3	13
				3	9	3	12
				3	8	3	11
				3	7	3	10
3				6	3	9
3				5	3	8
3				4	3	7
3				3	3	6
3				2	3	5
3				1	3	4
					3	3
					3	2
					3	1
INSTRUCTOR			2	11	2	14
			2	10	2	13
			2	9	2	12
			2	8	2	11
			2	7	2	10
			2	6	2	9
			2	5	2	8
			2	4	2	7
			2	3	2	6
			2	2	2	5
			2	1	2	4
					2	3
					2	2
					2	1
	Senior Instructor, Senior Faculty Member and Expert Staff within the scope of Law - ref. no. 47/2010 Adaptation of Personnel with Scale Grades of 1.3 and 2.2
				Pursuant to Article 7(1) of the Law on the Amendments of the Public Employees Allowance (Salary – Fee) and Other Payments (ref. no. 47/2010)
	STAFF TITLE			Existing Scales		Equivalents in the Scale Table under the Law (ref.no. 47/2010)
	STAFF TITLE			Scale	Grade	Scale	Grade
	SENIOR FACULTY MEMBER and EXPERT			1	3	10	12
	SENIOR INSTRUCTOR			2	2	10	11
	(3)	Those with the title of “Senior Instructor” who are in the 11th scale of the Law (ref.no. 47/2010) at the time of this Regulation comes into effect shall retain their position on the 11th scale. However, they cannot advance beyond the 11th grade of the 11th scale.
Provisional Article 6 31.10.2024 R.G. 223 EK III A.E.900	From 04.04.2024 onwards, no new appointments shall be made to the Regular Personnel either as candidates or full members. However, the rights and responsibilities of those who were employed in these positions before this date or have retired will remain in effect.

CHAPTER X

FINAL PROVISIONS

Executive Power

44.

This By-law is executed by the Eastern Mediterranean University Rector’s Office.

Regulation Making Power

03.02.2009

R.G. 25

EK III

A.E. 94

45.

The Senate can make regulations to implement the present By-law and ensure the execution of instructions provided that they are approved by the Board of Trustees.

Coming into Force

46.

This Regulation shall enter into force from the date of its publication in the Official Gazette.

I. COLUMN

(Article 4)

20.04.1989

R.G. 47

EK III

A.E. 178,

14.12.1990

R.G. 122

EK III

A.E. 531,

12.11.1992

R.G. 110

EK III

A.E. 491,

21.09.1993

R.G. 94

EK III

A.E. 440,

25.02.1999

R.G. 17

EK III

A.E. 59,

18.10.1999

R.G. 136

EK III

A.E. 639,

16.03.2001

R.G. 27

EK III

A.E.159,

06.08.2003

R.G. 95

EK III

A.E.546,

18.04.2006

R.G. 68

EK III

A.E.221,

05.03.2019

R.G. 29

EK III

A.E.157

Position

Staffing number

Scaling number

Rector

Vice Rector

Dean

Vice Dean

Department Head

Assistant Head

Director of an Institute

School director

Principal

Professor

Associate professor

Assistant Professor

Senior Instructor

Instructor

Expert
Visiting Instructor
(Assistant Professor, Associate Professor or Professor)

100

125

150

200

175

20
100

3-4

2-3

1-5
4-7

III COLUMN

(Article 7 (1))

R.G. 47

EK III

A.E. 178,

21.09.1993

R.G. 94

EK III

A.E. 440,

13.02.1998

R.G.15

EK III

A.E. 68,

16.03.2001

R.G. 27

EK III

A.E.159,

25.09.2008

R.G. 172

EK III

A.E.710

DUTY SCHEME OF THE EASTERN MEDITERRANEAN UNIVERSITY STAFF

Staff Title:	Rector
Status:	Initial Appointment
Scale:	Scale 7 + 400,00 USD
I.	Duties, Powers and Responsibilities:
	(1)	To provide functioning orderly functioning of the University as a whole in accordance with its objectives, to elevate the level of learning /teaching process and scientific research, to ensure orderly functioning of faculties, departments and other organs in line the Law, statutes, rules and regulations
	(2)	to exercise the power and takes the responsibility envisaged by the title in the Law
	(3)	to execute the duties to be assigned by the Board of Trustees.
	(4)	Rector is appointed for five years. This time can be reduced to two years with mutual agreement.
II.	Qualifications:
	(1)	to hold a title of Professor, to have 15-year successful work experience after obtaining the title of Professor as an academic career at universities, international institutions, or public sector or private sector.
	(2)	to possess extensive information about the principles and systems of higher education
	(3)	to have a very good command of English. Proficiency of a second or third language is preferable

Staff Title:	Vice Rector
Status:	Initial Appointment
Scale:	Basic Salary + 300,00 USD
I.	Duties, Powers and Responsibilities:
	(1)	to assist the Rector in executing his/her duties, powers and responsibilities
	(2)	to carry out any other appropriate duties given by the rector
II.	Qualifications:
	(1)	to hold a title of Assistant Professor at least
	(2)	to have an extensive knowledge of objectives, principles and system of higher education
	(3)	to work as a senior instructor for five years and/or to have a managerial experience
	(4)	to have a very good command of English. Knowledge of a second language is a preference
Staff Title:	Dean
Status (Position):	Initial Appointment
Scale:	Basic Salary + 275,00 USD
I.	Duties, Powers and Responsibilities:
	(1)	to carry out the power and responsibilities envisaged by the law
	(2)	to carry out other appropriate duties given by the rector
	(3)	Dean shall be appointed for three years.
II.	Qualifications:
	(1)	to be an Assistant Professor at least
	(2)	to have at least for three years of experience as a Faculty member or educational in a university.
	(3)	to have an extensive knowledge of objectives, principles and the system of higher education
	(4)	to have a very good command of English. Knowledge of a second language is a preference.

Staff Title:	Vice Dean
Status (Position):	Initial Appointment and Promotion
Scale:	Basic Salary + 200,00 USD
I.	Duties, Powers and Responsibilities:
	(1)	to assist Dean in execution of his/her duty, power and responsibilities
	(2)	to carry out appropriate duties given by the Dean
	(3)	Vice Dean shall be appointed for 3 years
II.	Qualifications:
	(1)	to be an Assistant professor at least
	(2)	to have an extensive knowledge of objectives, principles and the system of higher education
	(3)	to have at least 3 year-experience as a faculty member
	(4)	to have a very good command of English. Knowledge of a second language is a preference

Staff Title:	Department Chair
Status (Position):	Initial Appointment and Promotion
Scale:	Basic Salary + 200,00 USD
I.	Duties, Powers and Responsibilities:
	(1)	to carry out duty, power and responsibilities envisaged by the by-law
	(2)	to carry out appropriate duties given by the Dean
	(3)	Department chair shall be appointed for 3 years
II.	Qualifications:
	(1)	to be an Assistant professor at least
	(2)	to have at least 3 year-experience as a faculty member
	(3)	to have a very good command of English.

Staff Title:	Assistant Chair
Status (Position):	Initial Appointment and Promotion
Scale:	Basic Salary + 100,00 USD
I.	Duties, Powers and Responsibilities:
	(1)	to assist Department Chair in the execution of duties, power and responsibilities
	(2)	to carry out other appropriate duties assigned by the Department chair
II.	Qualifications:
	(1)	to hold a title of Assistant Professor
	(2)	to have an extensive knowledge of objectives, principles and the system of higher education
	(3)	to have a very good command of English

Staff Title:	Director of an Institute
Status (Position):	Initial Appointment
Scale:	Basic Salary + 215,00 USD
I.	Duties, Powers and Responsibilities:
	(1)	to provide functioning of the related institute in accordance with its objectives, to elevate the level of teaching/learning process and scientific research, and ensure orderly functioning of the institute in line with the Law, statutes, rules and regulations.
	(2)	to carry out duties, exercises the power and takes responsibility envisaged by the by-law.
	(3)	carries out other appropriate duties assigned by the rector.
II.	Qualifications:
	(1)	to have at least 3 years of experience at a university or in a research institution as an Associate Professor at least or
	(2)	to have at least 5 years of experience at a university or in a research institution as an Assistant Professor
	(3)	to have a very good command of English

Staff Title:	Principal
Status (Position):	Initial Appointment and Promotion
Scale:	Basic Salary + 215,00 USD
I.	Duties, Powers and Responsibilities:
	(1)	to manage and inspect the proper functioning of the related school, increase of the level of teaching/learning process and functioning of the school in line with the Law, statutes, programs and regulations.
	(2)	to carry out the duties, exercise power and take responsibility envisaged by the by-law.
	(3)	to carry out other appropriate duties assigned by the rector.
II.	Qualifications:
	(1)	to hold a PHD degree in the related field or to have at least 10 years of successful work experience in the field of educational service with a graduate diploma
	(2)	to have a very good command of English

Staff Title:	Assistant Principal
Status (Position):	Initial Appointment and Promotion
Scale:	Basic Salary + 120,00 USD
I.	Duties, Powers and Responsibilities:
	(1)	To assist the principal in management, power exercising and taking responsibilities
	(2)	act as a director in his or her absence.
	(3)	to carry out any other appropriate duties assigned by the Principal.
II.	Qualifications:
	(1)	to hold a PhD degree in the related field or to have at least 10 years of successful work experience in the field of educational service with a graduate diploma
	(2)	to have an excellent command of English

Staff Title:	Professor
Status (Position):	Initial Appointment and Promotion
Scale:	7
I.	Duties, Powers and Responsibilities:
	(1)	to teach the assigned subjects in accordance with the curriculum; to carry out workshops, laboratories and other practices in line with the program.
	(2)	to carry out his or her work and practices continuously in order to develop and implement the teaching-learning process at the university in a well-planned way
	(3)	to conduct scientific research, to publish and to supervise.
	(4)	to participate in the activities directed at the realization of the foundation aim and its mission
	(5)	to carry out duties that have been envisaged by the present by-law and other duties assigned.
II.	Qualifications:
	(1)	to hold the title of professor
	(2)	to have an excellent command of English

Staff Title:	Associate Professor
Status (Position):	Initial Appointment and Promotion
Scale:	6
I.	Duties, Powers and Responsibilities:
	(1)	to teach the assigned subjects in accordance with the curriculum; to carry out workshops, laboratories and other practices in line with the program.
	(2)	to carry out his or her work and practices continuously in order to develop and implement the teaching-learning process at the university in a well-planned way
	(3)	to conduct scientific research, to publish and to supervise.
	(4)	to participate in the activities directed at the realization of the foundation aim and its mission
	(5)	to carry out duties that have been envisaged by the present by-law and other duties assigned.
II.	Qualifications:
	(1)	to hold the title of associate professor
	(2)	to have an excellent command of English

Staff Title:	Assistant Professor
Status (Position):	Initial Appointment and Promotion
Scale:	5
I.	Duties, Powers and Responsibilities:
	(1)	to teach the assigned subjects in accordance with the curriculum; to carry out workshops, laboratories and other practices in line with the program.
	(2)	to carry out his or her work and practices continuously in order to develop and implement the teaching-learning process at the university in a well-planned way
	(3)	to conduct scientific research, to publish and to supervise.
	(4)	to participate in the activities directed at the realization of the foundation aim and its mission
II.	Qualifications:
	(1)	to hold a PHD degree on educational programs in the university except for the architecture department.
	(2)	to have an excellent command of English

Staff Title:	Senior Instructor
Status (Position):	Initial Appointment and Promotion
Scale:	3 – 4
I.	Duties, Powers and Responsibilities:
	(1)	to teach the assigned subjects in accordance with the curriculum; to carry out workshops, laboratories and other practices in line with the program.
	(2)	to carry out his or her work and practices continuously in order to develop and implement the teaching-learning process at the university in a well-planned way
	(3)	to provide that all the tools and instruments in to be used in the laboratories and workshops in his or her unite be ready for use
	(4)	to conduct scientific research, to publish and to supervise.
	(5)	to carry out duties that have been envisaged by the present by-law and other duties assigned.
II.	Qualifications:
	(1)	to hold a PhD degree in the related field or to have at least 3 years of experience in his or her field or in the field of education with an MA degree or to have at least 5 years of experience in the field of education with a DOTE certificate program given by the Preparatory school.
	(2)	to have an excellent command of English

Staff Title:	Instructor
Status (Position):	Initial Appointment
Scale:	2 – 3
I.	Duties, Powers and Responsibilities:
	(1)	to teach the assigned subjects in accordance with the curriculum; to carry out workshops, laboratories and other practices in line with the program.
	(2)	to carry out his or her work and practices continuously in order to develop and implement the teaching-learning process at the university in a well-planned way
	(3)	to conduct scientific research and publish, or participate in the ongoing scientific research in the university individually or as a team member
	(4)	to carry out duties that have been envisaged by the present by-law and other duties assigned.
II.	Qualifications:
	(1)	to hold a graduate diploma in the related field from a recognized university.
	(2)	to have an excellent command of English

Staff Title:	Expert
Status (Position):	Initial Appointment
I.	Duties, Powers and Responsibilities:
	(1)	to do his or her duties, to exercise power and take responsibility in accordance with the terms of the contract
II.	Qualifications:
	(1)	to have a special skill or expertise in the field specified by the university and in the direction of the realization of the objectives of the university; to have a good command of English.

Staff Title:	Visiting Contractual Professor
Status (Position):	Initial Appointment
I.	Duties, Powers and Responsibilities:
	(1)	to teach the assigned subjects in accordance with the curriculum; to carry out workshops, laboratories and other practices in line with the program.
	(2)	to carry out his or her work and practices continuously in order to develop and implement the teaching-learning process at the university in a well-planned way
	(3)	to conduct scientific research, to publish and to supervise.
	(4)	to participate in the activities directed at the realization of the foundation aim and its mission
	(5)	to carry out duties that have been envisaged by the present by-law and other duties assigned.
II.	Qualifications:
	(1)	to have a PhD degree.
	(2)	to have an excellent command of English

CHAPTER I

General provısıons

Definitions

A.E. 440

CHAPTER II

Aım

Aim and Scope

A.E. 440

Staff and Scales

A.E. 440,

Salaries, Fringe Benefits and Allowances

A.E. 440,

A.E.221

A.E. 440,

Duties and Responsibilities of the Academic Personnel

General and Special Qualifications Required from the Academic Personnel

Filling the Vacancy

CHAPTER IV

COMMITMENTS

Act of Commitment

Commitment to Obey Rules

Commitment to Carry out Services with Attention and Care

Commitment for Behavior and Collaboration

Commitment to Fulfill duties

Commitment for Contract Termination

Neutrality Commitment

CHAPTER V

general and specIal rIGHTS

Pensions Rights

Right to Salary and Salary Increase

A.E.221,

Right to the Increase in Scale

Thirteenth Salary Bonus

Extra Work Allowances

A.E. 440

Right of Complaining and Lawsuit

Publication Rights

Duties by Proxy

A.E. 440

Annual Leave of Absence

A.E. 440, 05.02.2002

A.E.55, 18.04.2006

A.E. 440,

Leave of Absence during Pregnancy and Birth

A.E.754

Unpaid and Partly- funded Leaves of Absence

A.E. 440,

CHAPTER VI

PROHIBITIONS

Prohibitions of Accepting Gifts and Getting Interests

A.E. 440

Prohibition of Activities that may Bring Commercial or Other Gains

A.E. 94

CHAPTER VII

RULES FOR DISCIPLINE

Disciplinary Actions

CHAPTER VIII

MISCELLANEOUS PROVISIONS

CHAPTER IX

TEMPORARY PROVISIONS

Provisional Article 1

Transfer and Adaptation of the Permanent Academic staff of the Higher Technological Institute

Provisional Article 2

On the

CHAPTER X

FINAL PROVISIONS

Executive Power

Regulation Making Power

03.02.2009

Coming into Force

(Article 4)

II. COLUMN

III COLUMN

A.E. 440,
05.02.2002

A.E.55,
18.04.2006