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 – 3/19).
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.
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Brief Title 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, 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 |
1. |
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
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2. |
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". |
Aim and Scopse
21.09.1993 R.G. 94 EK III A.E. 440
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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. |
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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 |
4. |
The number and scales of
permanent staff, regular staff and 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 shown in the first and second attached
tables |
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Salaries, Fringe Benefits and
Allowances
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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. |
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12.11.1992 R.G. 110 EK III A.E. 491 |
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(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. |
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18.04.2006 R.G. 68 EK III A.E.221 |
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(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: |
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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 |
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(b) |
The sum of the allowance is as follows: |
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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 |
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18.04.2006 R.G. 68 EK III A.E.221
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(4) |
Salaries of the contractual
academic staff are determined within the following framework: |
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(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. |
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21.09.1993 R.G. 94 EK III A.E. 440 |
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(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. |
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(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. |
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21.09.1993 R.G. 94 EK III A.E. 440,
18.04.2006 R.G. 68 EK III A.E.221 |
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(d) |
The previously acquired rights
of the academic staff whose status has changed from contractual to the
permanent basis will remain the same. |
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21.09.1993 R.G. 94 EK III A.E. 440, 18.04.2006 R.G. 68 EK III A.E.221, R.G. 202 EK III A.E.633 |
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(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. |
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18.04.2006 R.G. 68 EK III A.E.221, R.G. 202 EK III A.E.633 |
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(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
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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. |
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General and Special Qualifications Required from the
Academic Personnel
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7. |
(1) |
General and special qualifications stated in Table III, required from the Academic personnel are as follows: |
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(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. |
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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 |
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(2) |
Qualifications mentioned
in items (a), (b) and (c) are not required for contractual or permanent
staff. However, in case of need, the
qualification mentioned in paragraph (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
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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. |
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CHAPTER III
FORMS OF EMPLOYMENT OF THE ACADEMIC
PERSONNEL
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Forms of Employment 18.04.2006 R.G. 68 EK III A.E.221 |
9. |
Üniversitede görev yapan Akademik Personel, Sözleşmeli Personel, Devamlı Personel, Sürekli Kadroya Aday ve Sürekli Kadroda Asil (Muvazzaf-Tekaüdiyeli) Personel olmak üzere dört şekilde istihdam edilirler: Academic personnel who work in the University are of four employment forms as Contractual personnel, Permanent Staff Candidate and Permanent personnel and Regular Staff: |
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(a) |
Contractual Personnel are the
type of appointment made for specific time periods, not less than one
semester, to maintain functioning of the services and are subject to the
provisions of the present bylaw |
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(b) |
Permanent Staff Candidate is
the type of appointment of those not holding such titles as Professor or
Associate Professor and continues till the appointee riches the degree of
Associate Professor at minimum |
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(c) |
Permanent Staff is the type of
appointment of Associate Professors and Professors to regular staff position
after the completion of minimum 6 months and maximum 2 years of trial period. |
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18.04.2006 R.G. 68 EK III A.E.221 |
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(d) |
Regular Staff is the type of
appointment of the contractual academic personnel with 6 years of experience.
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18.04.2006 R.G. 68 EK III A.E.221 |
(e) |
Topics including academic staff contract renewal, transfer of the contractual personnel to the permanent staff status and the conditions under which permanent staff are taken out of his or her position are considered within the framework of the Regulation for Academic Personnel Performance Evaluation and Assessment (ADEK) the proposal of the Senate and approval of the Board of Trustees. |
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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. |
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Act
of Commitment
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11. |
Academic staff is obliged to comply with the Turkish Republic of Northern Cyprus Constitution and laws. |
Commitment to
Obey Rules
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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
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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
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14. |
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(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. |
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Commitment
to Fulfill duties
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15. |
Academic staff
will be located on duty during business hours. However, they can leave their
office with permission. |
Commitment
for Contract Termination
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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
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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. |
Pensions
Rights
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18. |
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(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. |
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(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. |
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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 13th 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. |
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Withdrawal from
Position |
19. |
(1)
An academic staff can withdraw from the position by presenting a written petition to the Rector’s Office. |
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(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. |
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Free
Treatment
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20. |
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(1) Academic personnel have the right to benefit free of charge from medical services, medication, and similar services rendered by the state. |
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(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. |
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(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. |
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(3) Retired academic staff also benefit from the said right within the framework of the prescribed rules. |
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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. |
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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: |
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(a) |
If s/he has worked on that scale at least one year; |
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21.09.1993 R.G. 94 EK III A.E. 440 |
(b) |
If s/he has good credentials for the current year; |
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(c) |
If the current scale allows him/her move horizontally in the scale s/he is in. |
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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.
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(2) |
Annual salary increase to be
paid to the contractual academic personnel is specified in special employment
agreements prepared for the said academic staff. |
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Thirteenth
Salary Bonus
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23. |
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10.09.1990 R.G. 95 EK III A.E. 374, R.G. 68 EK III A.E.221 |
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(1) |
Within the scope of this
By-law, once a year in December all full-time academic staff and retired
academic staff are paid 13th salary bonus on the basis of their
December salary. |
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(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. |
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(3) |
The payment
of the thirteenth bonus salary is determined as follows: |
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(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. |
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(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. |
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(4) |
The thirteenth salary bonus is
not taken into account when retirement benefits are calculated. |
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Extra
Work Allowances
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24. |
(1)
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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. |
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21.09.1993 R.G. 94 EK III A.E. 440
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(2) |
Allowances for extra work
cannot be paid in other ways than those mentioned above. |
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(3) |
Allowance paid to the academic staff for their extra work may not exceed their gross salary that they receive for their main duties. |
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(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. |
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20.02.2019 R.G. 22 EK III A.E.120 |
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(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. |
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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. |
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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. |
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Right of Complaining and Lawsuit
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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. |
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Publication
Rights
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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. |
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Duties
by Proxy
21.09.1993 R.G. 94 EK III A.E. 440
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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. |
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Annual
Leave of Absence
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30. |
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21.09.1993 R.G. 94 EK III A.E. 440,
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(1) |
(a) |
Full-time academic personnel are granted a total of 30 (thirty) working days of paid annual leave. |
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(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. |
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(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. |
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(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. |
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(b) |
Academic staff is required to
have at least at least 15 calendar days of uninterrupted leave of absence
once a year. |
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(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. |
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Sick Leave 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. |
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Leave
of Absence during Pregnancy and Birth
05.11.2007 R.G. 196 EK III A.E.754
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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. |
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Unpaid
and Partly- funded Leaves of Absence
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33. |
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21.09.1993 R.G. 94 EK III A.E. 440,
18.04.2006 R.G. 68 EK III A.E.221 |
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(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. |
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(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. |
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(3)
The civil
servant spouse of the academic personnel who have been granted a scholarship
or are away for courses can be granted unpaid leave of absence by the Council
of Ministers for the period of scholarship or courses. |
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21.03.2019 R.G. 39 EK III A.E.209
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(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. |
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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. |
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Prohibition of
Giving Information and Making Statements
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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 |
|
(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. |
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 |
|
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
|
42. |
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. |
||
|
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. |
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 bylaw 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. |
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|
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|||
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.
|
|
|
Geçici Madde 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. |
||
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
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 |
1 5 10 20 40 60 3 5 16 100 125 150 200 175 20 |
- - - - - - - - - 7 6 5 3-4 2-3 1-5
|
(Article 4)
13.04.1990
R.G. 43
EK III
A.E. 164,
07.03.1991
R.G. 22
EK III
A.E. 114,
14.04.1992
R.G. 38
EK III
A.E. 166,
21.09.1993
R.G. 94
EK III
A.E. 441,
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
A)
SCALE TABLE OF RETIRED ACADEMIC STAFF
|
SCALES (US DOLLAR) |
|||||||||||
|
Scale |
1 |
2 |
3 |
4 |
5 |
6 |
7 |
8 |
9 |
10 |
11 |
|
1 |
1.377,18 |
1.413,22 |
1.449,27 |
1.485,30 |
1.521,34 |
1.557,39 |
1.593,43 |
1.629,19 |
1.671,14 |
1.713,10 |
1.755,29 |
|
2 |
1.490,57 |
1.530,37 |
1.570,19 |
1.610,00 |
1.649,81 |
1.689,63 |
1.729,44 |
1.769,28 |
1.813,44 |
1.857,60 |
1.901,82 |
|
3 |
1.641,71 |
1.687,00 |
1.732,29 |
1.777,57 |
1.822,86 |
1.868,15 |
1.913,42 |
1.958,77 |
2.014,92 |
2.071,08 |
2.127,30 |
|
4 |
1.859,94 |
1.918,63 |
1.977,32 |
2.036,02 |
2.094,71 |
2.153,40 |
2.212,08 |
2.271,01 |
2.331,93 |
2.392,84 |
2.456,17 |
|
5 |
2.895,93 |
2.973,73 |
3.051,52 |
3.129,33 |
3.207,13 |
3.284,94 |
3.362,75 |
3.440,59 |
|
|
|
|
6 |
3.511,56 |
3.628,05 |
3.744,54 |
3.861,04 |
3.977,52 |
4.094,02 |
4.210,51 |
4.328,16 |
|
|
|
|
7 |
4.437,40 |
4.558,93 |
4.680,45 |
4.801,97 |
4.923,50 |
5.045,02 |
5.166,55 |
5.288,05 |
|
|
|
B) SCALE TABLE OF REGULAR (ON ACTIVE DUTY), CONTRACTUAL AND PERMANENT ACADEMIC STAFF
|
SCALES (US DOLLAR) |
|||||||||||
|
Scale |
1 |
2 |
3 |
4 |
5 |
6 |
7 |
8 |
9 |
10 |
11 |
|
1 |
1.248,83 |
1.278,54 |
1.308,25 |
1.340,04 |
1.373,16 |
1.406,32 |
1.439,66 |
1.472,63 |
1.512,39 |
1.554,64 |
1.596,96 |
|
2 |
1.344,93 |
1.381,62 |
1.418,20 |
1.454,80 |
1.491,60 |
1.530,97 |
1.571,03 |
1.611,10 |
1.655,49 |
1.696,36 |
1.736,93 |
|
3 |
1.484,11 |
1.528,43 |
1.573,96 |
1.619,38 |
1.664,27 |
1.705,99 |
1.747,72 |
1.789,53 |
1.841,23 |
1.892,97 |
1.944,56 |
|
4 |
1.698,50 |
1.752,47 |
1.806,48 |
1.860,52 |
1.914,57 |
1.968,63 |
2.022,73 |
2.077,00 |
2.133,25 |
2.189,21 |
2.247,64 |
|
5 |
2.652,67 |
2.724,38 |
2.795,81 |
2.867,40 |
2.939,34 |
3.010,98 |
3.082,70 |
3.154,34 |
|
|
|
|
6 |
3.195,52 |
3.301,52 |
3.407,54 |
3.513,54 |
3.619,55 |
3.725,56 |
3.831,56 |
3.938,62 |
|
|
|
|
7 |
3.993,66 |
4.103,03 |
4.212,40 |
4.321,77 |
4.431,14 |
4.540,52 |
4.649,89 |
4.759,24 |
|
|
|
(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
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, Power 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: Main 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 bylaw
(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.
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
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 bylaw.
(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
Title: Principal
Status(Position): Initial Appointment and Promotion
Scale: Basis 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 bylaw.
(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 .
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
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 bylaw and other duties assigned.
II. Qualifications:
(1) to hold the title of professor
(2) to have an excellent command
of English
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 bylaw and other duties assigned.
II. Qualifications:
(1) to hold the title of
associate professor
(2) to have an excellent command of English
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
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
(3) to conduct scientific research, to publish and to supervise.
(5) to carry out duties that have been envisaged by the present bylaw 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
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 bylaw 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
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.
Title: Visiting
Contractual Professor
Status(Position):
Initial Appointment and Promotion
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 bylaw and other duties assigned.
II. Qualifications:
(1) to have a PhD degree.
(2) to have an excellent command of English.