MCAST MUT

COLLECTIVE
AGREEMENT
2011 2016

Table of Contents
1
Preamble ..........................................................................................................................4
2
Management Clause ........................................................................................................4
3
Definitions........................................................................................................................4
4
Recognition and Scope.....................................................................................................6
5
Duration of the Agreement..............................................................................................6
6
Subject matter .................................................................................................................6
7
Management of Business.................................................................................................7
8
The MUT and the MUTs MCAST Section Committee .....................................................7
9
MCAST-MUT Relations.....................................................................................................7
10 Working obligations for Lecturing Staff...........................................................................8
11 Academic Year and Hours of Work ................................................................................11
12 Contact hours.................................................................................................................12
13 Classes performed after Normal Working Hours ..........................................................13
14 Continuous Professional Development .........................................................................14
15 Health and Safety...........................................................................................................15
16 Leave entitlement ..........................................................................................................15
17 Engagement ...................................................................................................................15
18 Staff Structure................................................................................................................16
19 Administrative Duties ....................................................................................................21
20 Institute Coordinators and Lead Internal Verifiers and / or Subject
Coordinators ............................................................................................................................21
21 Part-Time Lecturers........................................................................................................21
22 Notes regarding Staff Structure .....................................................................................22
23 Staff Appraisal ................................................................................................................25
24 Resignation or Termination of Employment .................................................................25
25 Special Paid Leave ..........................................................................................................25
26 Special Leave without Pay..............................................................................................29
27 Special Leave..................................................................................................................34
28 SICK LEAVE .....................................................................................................................34
29 Injury on Duty ................................................................................................................36
30 Post-injury on duty.........................................................................................................37
31 Absence from Work .......................................................................................................37
32 Time Recording and Late Attendance............................................................................38
33 Redundancies and Demotions .......................................................................................38
34 Re-Employment .............................................................................................................39
35 Reckoning of Seniority ...................................................................................................39
36 Retirement .....................................................................................................................40
37 Right of Search ...............................................................................................................40
38 Health and Safety at Work.............................................................................................40
39 Health and Safety Committee........................................................................................41
40 Insurance Coverage........................................................................................................42
41 Transport........................................................................................................................42
42 Engagement in other Work............................................................................................43
43 Code of Conduct.............................................................................................................43
44 Equal Opportunities .......................................................................................................44

45
46
47
48
49
50
51
52
53
54

Grievance Procedure .....................................................................................................44

Withholding of Services .................................................................................................45
Unofficial Industrial Action ............................................................................................46
Information regarding the MCAST and Confidentiality .................................................46
Resignation or Termination of Employment .................................................................47
Dress Code .....................................................................................................................47
Discipline ........................................................................................................................47
LEARNING SUPPORT ASSISTANTS ..................................................................................52
Hours of Work for Learning Support Assistants ............................................................53
Salary Structure and Work Resources ...........................................................................54

Preamble
1.1

Whereas the MCAST and the MUT agree that a stable

and harmonious relationship between both parties is
desirable for the maintenance of stability and industrial
peace which would lead to the prosperity, welfare and
efficient operation of the undertaking in the mutual
interest of both the employer, the employees, and the
students, the MCAST and the MUT enter into this
Agreement and pledge themselves to abide by its
provisions and to co-operate in all good faith in
upholding the principles embodied therein.

1.2

Meeting together in free and voluntary association to

determine and to subsequently regulate the relations
between them in the interest of mutual understanding
and co-operation, the parties to this Agreement have
agreed:

Management Clause
2.1

The parties agree that the Management of the College

has the authority to execute all the various duties,
functions and responsibilities vested in the Management
provided that the exercise of such authority shall not in
any way conflict with this Agreement.

Definitions
3.1

Agreement means the Collective Agreement

3.2

Working day/s, hour/s for the purpose of notice of

industrial action shall mean such day/s/hours as are
worked by the academic staff of the College and for this
purpose days of shut-down, Saturdays, Sundays and
Public Holidays shall not be considered as working days.

3.3

Consultation means the establishment of a mechanism

for dialogue and exchange of views between the Union
and the Management in such a manner as to permit the
Union, on the basis of the information provided, to
express an opinion on measures planned to be taken by
Management which may be taken into account in the
decision-making process.

3.4

Management is to be understood to be the

Principal/Chief Executive Officer or such official of the

College authorised by the Principal/Chief Executive

Officer to head the Administration.
3.5

Union means the Malta Union of Teachers.

3.6

Contact Hours shall mean those hours dedicated to:

class/group teaching, tutorials, teaching/demonstrations
in laboratories and workshops and similar/ancillary
lecturer-student teaching and learning activities,
invigilation, mentoring of Degree Dissertations and HND
projects as provided in clause 12.4 and contact time
whilst visiting students on placement. Lecturers from
across all institutes can be assigned for invigilation duties
during the exam period as established by each respective
institute. Job shadowing shall only be considered as
forming part of the contact hours if the lecturer
concerned is actually teaching. Job shadowing shall not
be considered as contact hours, however job shadowing
shall be in lieu of contact hours and shall not exceed the
maximum number of hours established as contact hours
in this Agreement.

3.7

Union Official shall mean the President, the Vice

President and the General Secretary of the Section or
other senior official of the Union.

3.8

A Shop Steward or member of the MCAST union

committee is not considered to be a union official.

3.9

'Immediate family' means the husband, wife, married or

unmarried children, as well as family relations up to the
first degree, and whether living in the same household or
not and persons having legal custody of a child (L.N.
296/03).

3.10

Place of work shall be construed to mean MCAST

Corradino and the satellite institutes and centres and any
other place where the employee is assigned to render
service on behalf of MCAST such as places of students
placements and places where students receive their
practical training.

3.11

The singular includes the plural and references to the

male gender shall be deemed to be applicable to the
female gender unless otherwise specified.

Recognition and Scope

4.1

The Malta College of Arts, Science and Technology

recognizes the MUT as the sole negotiating body in
respect of and on behalf of the academic staff covered by
this Agreement.

4.2

MCAST reserves the right to withdraw recognition if the

fully paid-up membership of the MUT falls below 50%
plus 1 of the number of the employees whose
nomenclatures are covered by this Agreement registered
in the records of the College covered by this Agreement.

Duration of the Agreement

5.1

The effective date of the provisions of this Collective

Agreement shall be the date of signing of the Agreement,
except for the salary structure which shall be effective
from 1st January 2012. The Agreement shall remain in
force until the 31st December 2016.

5.2

At any time either party may give the other one months
notice in writing expressing the wish for the whole or
parts of this Agreement to be revised before the expiry
date. In this event both parties will enter into
discussions. In the case of no agreement being reached,
the contents of this Agreement shall remain in force and
no industrial dispute shall be declared as a result of the
non-agreement of this issue. Until such time as a new
agreement is concluded, this agreement shall remain in
force. Within six months prior to the expiry of this
Agreement, the parties shall meet with a view to reach a
new Agreement.

Subject matter
6.1

If, during the validity period of this Agreement, all or a

majority of the lecturing staff of MCAST not belonging to
the MUT, form another union or amalgamate with
another staff association, such a change or a similar
move will not affect in any way the members or the
employers undertakings through this Agreement.

Management of Business
7.1

Both parties agree that the management in general, and

the operation of MCAST to carry out all the various
duties, functions and responsibilities incidental thereto,
are vested in MCAST in accordance with Part VIII of the
Education Act, CAP 327, of the Laws of Malta and other
related present and future legislation. This Agreement
shall not affect the exercise of such authority. Both
parties agree to meet as often as required in order to
maintain the best possible relations.

The MUT and the MUTs MCAST Section Committee

8.1

MCAST hereby agrees to afford reasonable assistance to

the MUTs MCAST Section Committee for it to conduct
business and legitimate functions as specified within this
Agreement. The members elected to sit on the MUTs
MCAST Section Committee shall be free to undertake
their activities on behalf of the MUT. Authorisation for
release to attend to Union business during College time
is required and under normal circumstances will be
granted.

8.2

Union representatives shall be granted a total aggregate

of three (3) working days every calendar year to attend
seminars, conferences, or congresses of the Union or to
represent the Union locally or abroad. This special leave
shall be requested in writing by the Union and shall be
granted depending on the exigencies of the College.

8.3

The MUT agrees to inform MCAST of the names of

persons serving on the MUTs MCAST Section
Committee/sub-committees and of any other duly
accredited representatives.

8.4

MCAST Executive Management and the MUT will meet

on a regular basis, at least once every two months in
order to discuss developments and issues and ensure
efficient and effective communications.

MCAST-MUT Relations
9.1

MCAST and the MUT agree that in the event of any

difference of opinion that may arise in the interpretation

of this Agreement or any other matter but which is not

referred to in this Agreement, both parties will enter into
discussions in an attempt to seek a settlement
satisfactory to both parties, in full cognizance of the
autonomy of the Institution. If these efforts do not
provide the necessary solutions, the case will be referred
to mediation and conciliation before being submitted to
Arbitration. This shall not preclude either party from
exercising its rights according to law.
9.2

10

Lecturing staff of MCAST may voluntarily request the

Management of the College to deduct membership fees
from their monthly salary and to have the funds
collected and transferred to the MUT. MCAST will refrain
from deducting Union fees upon the written request of
the employee concerned. The request will be copied to
the Union.

Working obligations for Lecturing Staff

10.1

10.2

All forms of pedagogical work which will generally entail

associated organisational and administrative work. This
includes, though not exclusively,
the preparation of schemes of work,
lesson notes,
the preparation and production of teaching material,
assignment writing,
assessments and feedback to learners,
the keeping of records of students attendance and
achievements through both manual and computerized
profiling, all classroom / workshop / laboratory lecturing.
It includes tutorial work,
the preparation, marking and assessment of examination
papers,
appropriate student academic counselling and
contribution to the Colleges Quality Assurance process.
Other related pedagogical duties including the timely
submission of all course documentation as required for
the respective institute course files and full support to
the MCAST established internal and external verification
process.

10.3

The College Management will ensure that there is an

equitable distribution of duties, according to the
established guidelines.

10.4

Curriculum development work includes identification of

learner requirements and the drawing up, together with
other professionals, of individual learning plans. Staff
shall also be expected to contribute towards planning,
development and evaluation of courses and course
materials, and the provision of feedback which will
enhance the delivery of courses. This shall be without
prejudice to other clauses regarding intellectual property
covered in this Agreement.

10.5

Staff may also be required to participate in meetings,

seminars and any other initiatives which may involve
stakeholders, management, government and industrys
representatives, foreign experts and others in order to
reach the aims and objectives set internally and/or
externally. Meetings of this nature shall not exceed an
average of six (6) hours per month, unless otherwise
agreed between the Institute and the Lecturer
concerned. These hours do not fall under contact hours.

10.6

Other administrative work includes: responsibilities

related to participation in appropriate team and
committee meetings, course management, the
preparation of material relating to induction
programmes, assessment, the preparation of statistical
returns including attendance, retention rates,
examination results and student progress, monitoring
and review of students performance and relative
evaluation, participation in quality assurance and control
procedures. The Union may ask for consultation on
change in the format that has additional administrative
workload.

10.7

The development of relevant and appropriate courses,

programmes or curricula or revision of same in order to
respond to the needs of industry, business and
commerce. In order to keep abreast of new
developments, staff shall also participate in industrial
placements, as deemed necessary by the College
Management. Placements in industry are part and parcel
of compulsory professional staff development. These
placements are to be made for observational, research
and CPD purposes and are not to be interpreted as

having to work within the industry in any industrial

process. In this regard, a reasonable balance in terms of
teaching hours due shall be agreed upon with the
lecturer concerned.
10.8

10.9

Staff development work organised by the College

including the conduct of and participation in continuous
professional development programmes and in in-service
training and participation in staff appraisal. Professional
development programmes may be:

Optional, applied to voluntarily and which may

be required for career progression.

Compulsory
continuous
professional
development programmes, which will normally
be conducted during working hours. Staff who
are required to undertake development as
specified by relevant professional or awarding
bodies after normal working hours, will be given
time off in lieu at hour for hour. The employee
shall apply to avail of his TOIL to his Director.
Approvals shall be granted according to the
exigencies of the College and TOIL must be
availed of during the same academic year.

Staff profiting from scholarships or participating on a

voluntary basis in continuous professional development
programmes organized and/or sponsored by the MCAST,
will be expected to study outside the working day/s and
hours and without financial compensation or the award
of time off in lieu.

10.10 Internal Verifiers shall be appointed by the Director of

the respective institute in consultation with the MCAST
QA. For verification duties, there shall be given a
concession of one (1) contact hour per week which may
be availed of outside MCAST premises and at the
beginning or at the end of the working day according to
MCAST exigencies, for every four (4) internally verified
study units, subject to attendance registration by the
means provided by MCAST for this purpose.
10.11 Management may request teaching material from
academic staff, who shall present the said material.

10

10.12 MCAST shall have the sole ownership of any resulting

material and IP emanating through EU funded projects.
10.13 As from the date of signing of this Agreement, IP
resulting from teaching materials, syllabi, student notes,
teacher packs, student packs that are developed by the
academic staff and any changes thereto belong to
MCAST. Lecture delivery notes that pertain to the
lecturer shall remain the property of the lecturer.
10.14 Without prejudice, MCAST will seek to make a structured
provision for study-time for staff members undertaking
approved academic training.

11

Academic Year and Hours of Work

.
11.1

The academic year commences on the first working day

in September and finishes on Friday of the first full week
in July. Lecturing shall commence as indicated by
management, but in no case earlier than on the first
Monday of September

11.2

Any lecturing undertaken outside these dates will be

voluntary and against payment as specified hereunder.

11.3

Lecturing staff will be in attendance and providing

service at College or on College activities during normal
working hours, which is for 37.5 hours per week.

11.4

Lecturing staff shall have their contact hours, plus the

time for scheduled meetings and compulsory continuous
professional development spread between 8:00am
4:30pm between Monday and Friday during the
academic year, provided that lecturing staff may be
obliged to undertake classes between 4:30pm and
8:00pm as defined in clause 13.

11.5

Lecturing staff are entitled to a one hour break which is

to be taken during periods when lectures, scheduled
meetings and compulsory continuous professional
development if any, are not assigned.

11.6

Lecturing staff must be present at the place of work

during the core hours which are from 10:00am

11

03:00pm and during those times when the lecturing staff

concerned has been assigned lecturing duties or
compulsory continuous professional development.

12

11.7

Lecturing staff shall devote the working time that they

are not present on campus, to the performance of the
pertinent working obligations as detailed in clause 10 of
this Agreement. Lecturing staff may leave the premises
during the break period.

11.8

The Management in consultation with the respective

Directors shall ensure an equitable distribution of work
and shall give due consideration to the duration of the
teaching programme, the range and levels of subject
areas, the number of students being taught and the
number of contact hours reflecting preparation and any
other administrative duties related to the subject/s
taught.

Contact hours
12.1

Lecturing staff may be allocated a maximum of 19

contact hours + 2 equivalent contact hours in a particular
week. Part of the contact load may be tutorials or
mentoring of students.

12.2

Lecturing staff may be requested, following approval

from the Principal, to perform additional lecturing duties
in excess of 19 contact hours per week and in such
circumstances shall be remunerated at 23.29 per one
(1) hour of lecturing delivered. During the academic year
2012/2013 staff may be assigned 20 contact hours per
week if exigencies so demand. Any hours in excess of the
19 contact hours shall be remunerated at 23.29 per
hour. On the contrary, with effect from the academic
year 2013/2014, such additional duties in excess of the
19 contact hours shall be on a voluntary basis. The staff
member may request that he/she is awarded time off in
lieu, hour for hour, instead of payment. Such time off in
lieu is to be availed of from non-contact hours, subject to
Management approval and to the provisions of para.
11.6 of this Agreement.

12.3

Lecturing/lessons are to start as indicated by

Management but in no case before the first Monday of
September and finish on the Friday of the first full week

12

of July as stipulated in article 11.1 above. This shall be

without prejudice to the total annualised hours which
comprise the stipulated 19 weekly contact hours plus 2
equivalent contact hours per week for 34 weeks
(totalling 714 hours), in addition to 24 hours flexibility for
MCAST administration. Therefore the total annualized
hours amount to 738 hours.

13

12.4

Mentoring of Degree dissertations and Higher National

Diploma projects shall be scheduled in the timetable and
shall form part of the contact load. Lecturers shall be
allocated a maximum of 30 minutes per degree
dissertation and a maximum of 10 minutes per Higher
National Diploma project per week respectively for each
degree and each Higher National Diploma student
allocated to them by Management. MCAST retains the
right to compensate for such time in lieu of a reduction
in contact hours at the fixed rate of 23.29 per hour paid
pro-rata of the allocated time.

12.5

In exceptional circumstances, following a request from

the lecturers, the Institute Director may request the
Principal in writing to extend the allocated 10 minutes
per week for Higher National Diploma projects to 15
minutes per week. This request shall be made in
exceptional circumstances only, giving due justification.
The decision of the Principal shall be final and shall be
communicated in writing to the Institute Director
concerned.

Classes performed after Normal Working Hours

13.1

Lecturing staff are obliged to undertake classes between

4:30pm and 8:00pm up to a maximum of two evenings in
any one week of the academic year in the following
cases:

when timetabling restrictions do not permit

otherwise,

when lectures delivered after the normal

working hours form part of the 19 contact hours
load, and

when these lectures pertain to day programmes

listed in the Prospectus.

13

14

13.2

Classes covered by this clause, i.e. classes held from

4:30pm onwards, shall not exceed a total of 2 hours 30
minutes per evening.

13.3

In such cases compensation for lectures delivered shall

consist solely of a disturbance allowance of 23.29 per
evening. When lectures start after 4:30pm, the lecturer
shall be entitled to time off in lieu, hour for hour, for
both the waiting time (from 4.30pm onwards) and the
duration of the lecture in addition to the disturbance
allowance. Such time off in lieu is to be availed of from
non-contact hours, subject to Management approval and
to the provisions of para. 11.6 of this Agreement.

13.4

Other evening classes not pertaining to day programmes

listed in the Prospectus fall outside the scope of this
collective agreement.

13.5

In addition to the provisions of para. 13.1, an employee

may request to shift part of the employees contact
hours from the 8:00am 4:30pm session to the 4:30pm
8:00pm session at no extra remuneration or any other
entitlement. Such requests may be acceded to subject to
the exigencies of the Institute.

Continuous Professional Development

14.1

Compulsory Continuous Professional Development may

be scheduled within the 738 annualized hours. This
comprises the stipulated 19 weekly contact hours plus 2
equivalent contact hours per week for 34 weeks
(totalling 714 hours), in addition to 24 hours flexibility for
MCAST administration.

14.2

All lecturing, tutoring/mentoring, CPD (including job

shadowing) and scheduled meetings shall be timetabled
within the agreed 738 annualized hours. Should it
however, be necessary to exceed this limit, then this will
be voluntary. If this forms part of a day programme listed
in the Prospectus, the remuneration for this work shall
be at 23.29 per hour. Other evening classes not forming
part of day programmes listed in the Prospectus fall
outside the scope of this Collective Agreement.

14

15

14.3

As a teaching and learning institution and a professional

organisation, the College is committed to the Continuous
Professional Development (CPD) of its staff. Once a year,
the College will issue an internal open call for application
to all members of the lecturing and administrative staff
who wish to undertake relevant and appropriate CPD as
outlined in the MCAST Strategic Plan. The received
applications will be processed by the MCAST Staff
Development Committee and in accordance with the
published staff development procedures as approved by
the MCAST Board of Governors. In addition all staff will
be entitled to a minimum of 4 hours CPD that will be
taken from the 738 annualized hours.

14.4

Academic staff may be required to participate in research

and/or industrial collaboration activities. Staff
participating in such activities shall have their contact
load reduced by an amount of time which reflects their
additional responsibilities. This shall also apply to staff
who are placed within industry for CPD purposes. IP
arising from research shall belong to MCAST and the
collaborating industrial partner. MCAST shall however
enter into a separate agreement on a case by case basis
in case of commercialisation or financial profit.

Health and Safety

15.1

16

Leave entitlement
16.1

17

MCAST shall bind itself to observe all applicable Health

and Safety legislation and regulations. To this end,
MCAST shall have a Health and Safety Officer and a
Health and Safety Representative, the latter being
elected from the lecturing staff.

Lecturing staff shall be entitled to an annual leave

entitlement of 50 days per academic year. This leave
includes the summer break and the Christmas and Easter
breaks.

Engagement

15

18

17.1

All staff shall be appointed on an indefinite period, the

first year of which shall be a probationary phase. Prior to
the lapse of the probationary period, the Director or
Head of Unit shall be required to forward to MCAST
Management a probation report. Following a positive
report, the lecturer shall be informed that the
probationary period has been successfully completed.

17.2

In case of a negative report the lecturer shall have the

right to appeal to a board constituted of the Principal as
chairperson, a deputy principal and one director from an
Institute other than that of the appellant. During the
appeals board meeting/s the appellant shall have the
right to be represented by his Union and/or a person of
his choice. The decision of the appeals board shall be
final and binding.

Staff Structure
18.1

For the purposes of this Agreement a relevant degree

shall be interpreted to mean that the transcript of the
Degree in question must have at least 60% of the
modules directly related to the field of the subject area
that the lecturer was recruited to teach, excluding
peripheral subjects.

18.2

Academic Staff who wish to continue their studying may

request the Progression Board to verify that the course
which they are about to undertake or are undertaking
would be classified as relevant in the current
circumstances. Such verification cannot be interpreted
as an approval for automatic progression upon obtaining
qualification.

18.3

Following the date of signing of this agreement any

progression/promotion shall be strictly tied to obtaining
the necessary relevant qualification in the field of studies
the academic staff was engaged to teach and as
established in this Agreement.

18.4

On a one-time basis only, present academic staff, as on

the date of signing of this Agreement, and who have
been requested by Management to teach peripheral
subjects for a minimum of 4 years in which an average of
50% of the teaching load assigned each year was not

16

directly related to their field of studies, shall have these

peripheral subjects which they are currently teaching
taken into consideration when considering themselves
for progression.

18.5

Assistant Lecturer Grade:

18.5.1

The
minimum
qualifications
for
appointment to the Assistant Lecturer grade
shall be:
(a) A relevant first degree in a subject
specifically relevant to the published call.
OR
(b) Relevant vocational qualifications [a
full level five qualification (120 ECTS)
according to the Malta Qualifications
Council (MQC) - National Qualifications
Framework (NQF) or the relevant national
body] and at least five years full-time,
relevant and appropriate relevant
industrial or teaching experience.

18.5.2

New applicants qualifying for employment

by virtue of section 18.5.1 (b) will qualify for
progression to the Lecturer Grade when they
obtain a first degree in the relevant area of
study, provided all other conditions are
satisfied.

18.5.3

Holders of a relevant Post Graduate

Certificate / Diploma in Education (PGC/DE) or a
similar
professional
teacher
training
qualification recognized by MCAST and / or a
relevant first degree shall qualify the Assistant
Lecturer to commence on point three of the
related salary scale. Holders of relevant
vocational qualifications will commence at point
one of the related salary scale.

18.5.4

After completion of three years full-time

satisfactory lecturing / relevant industrial
experience and after achieving a professional
teacher training qualification together with a
relevant degree, an Assistant Lecturer will

17

progress to the Lecturer grade at the next

incremental point.

18.5.5

18.6

A recommendation from the Institute

Director and an approval from the Principal is a
prerequisite for progression from any one grade
to another.

Lecturer Grade:
18.6.1

The
minimum
qualifications
for
appointment to the Lecturer grade shall be:
a) A relevant first degree together with a
professional teacher training qualification
and at least three years full-time and
appropriate relevant lecturing and / or
relevant industrial experience
OR
b) A relevant first degree and a relevant
masters degree and at least three years fulltime relevant industrial and / or relevant
lecturing experience
`

OR

c) A relevant MQF full Level 5

qualification (120 ECTS) with a professional
teacher training qualification and at least
seventeen (17) years full-time satisfactory
performance in the grade of Assistant
Lecturer. Staff progressed in terms of this
provision will not be entitled to further
progression.
18.6.2

Applicants qualifying for employment by

virtue of para. 18.6.1 (b) will be accepted on
condition that they commit themselves to
obtaining a professional teacher training
qualification within a five-year period of taking
up the appointment.

18.6.3

Applicants qualifying for appointment to

the grade of Lecturer in terms of para. 18.6.1
(b) shall remain on the first step of the salary

18

scale until a professional teacher training

qualification is obtained.
18.6.4

18.7

Lecturing staff qualifying for progression

to the grade of Lecturer in terms of paras.
18.6.1 (a) and 18.6.1 (b) shall progress to the
Senior Lecturer 1 grade at the next incremental
point after completing five years satisfactory
lecturing experience and after achieving a
vocational teacher training qualification along
with a relevant first and masters degrees,
provided they receive a positive appraisal
report and recommendation by their Director of
Institute.

Senior Lecturer 1 Grade

18.7.1

The
minimum
qualifications
for
appointment to the Senior Lecturer 1 grade
shall be:
(a)
Relevant first and relevant
masters degrees together with a professional
teacher training qualification and at least five
years full-time relevant lecturing and / or
relevant industrial experience.
OR
(b)
Relevant first/masters and
relevant doctorate degrees and at least five
years full-time relevant industrial and / or
relevant lecturing experience.

18.7.2

Applicants qualifying for employment by

virtue of the second paragraph of section 18.7.1
(b) will be accepted on condition that they
commit themselves to obtaining a professional
teaching training qualification within a five-year
period of taking up the appointment.

18.7.3

After completing seven years satisfactory

lecturing experience and after achieving a
vocational or other approved teacher training
qualification along with a doctorate degree, a
Senior Lecturer 1 will progress to Senior
Lecturer 2 at the next incremental point

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provided he receives a positive appraisal report

and recommendation by the Director of
Institute.
18.7.4

18.8

Qualifications deemed to be equivalent to

a masters or a doctorate degree by MQRIC (or
other recognized authority) shall entitle the
holder to apply for Senior Lecturer 1 as per
academic qualification. However the question
of relevance shall rest with MCAST.

Senior Lecturer 2 Grade

18.8.1

The
minimum
qualifications
for
appointment to the Senior Lecturer 2 grade
shall be:
(a)
Relevant first/masters and
relevant doctorate degrees together with
a professional teacher training
qualification and at least seven years
full-time relevant lecturing and / or
relevant industrial experience.
OR
(b)
Relevant first, relevant masters
and relevant doctorate degrees and at
least seven years full-time relevant
industrial and/ or relevant lecturing
experience.

18.8.2

Applicants qualifying for employment by

virtue of section 18.8.1 (b) will be accepted on
condition that they commit themselves to
obtaining a professional teacher training
qualification within a five-year period of taking
up the appointment.

18.8.3

Qualifications deemed to be equivalent to

a masters or doctorate degree by MQRIC (or
other recognized authority) shall entitle the
holder to apply for Senior Lecturer 2 as per
academic qualification. However the question
of relevance shall be based upon the
parameters established in this Agreement.

20

19

Administrative Duties
19.1

20

21

When, following an appropriate internal call for

application, a member of the lecturing staff is allocated
specific additional administrative duties including those
of a programme coordinator or internal verifier in
relation to his area of studies, the Management, in
consultation with the Director of the respective Institute,
shall agree on how his contact hours may be reduced to
attend for the extra duties expected of him in his new
position. The assignment of additional administrative
duties shall be for one academic year, renewable at the
discretion of the MCAST Management. The additional
administrative duties will be agreed on between the
Director of the Institute and the lecturer and approved
by the Principal prior to the lecturer taking up the
additional duties. If following an internal call no
application is received or if the applicant/s is/are
deemed to be inappropriate for the assigned
responsibilities, the MCAST management reserves the
right to assign the additional administrative duties to a
member of the lecturing staff they deem fit, provided
that the same provision for the reduction of contact
hours shall apply.

Institute Coordinators and Lead Internal Verifiers and / or

Subject Coordinators
20.1

The minimum qualifications shall be at least a relevant

first degree, a professional teacher training qualification,
and five years lecturing experience.

20.2

The post holder will receive an annual allowance of

2000 and an appropriate reduction of not more than
five (5) hours in the weekly lecturing commitment of
nineteen plus two (19 +2) contact hours to be dedicated
to programme development, production of programme
materials, mentoring of other lecturers and similar duties
agreed to with the Director of the Institute or the Head
of Unit and approved by the Principal.

Part-Time Lecturers

21

22

21.1

MCAST reserves the right to employ lecturers on a parttime basis. These shall be subject to the Quality
Assurance appraisal system.

21.2

All part-time lecturers will be encouraged to follow the

Certificate in Vocational Teacher Training administered
by the Vocational Teacher Training Unit and provided by
MCAST.

Notes regarding Staff Structure

22.1

Relevant qualifications and work experience claimed by

an applicant for a post shall be fully supported by the
applicant him/herself by related documentation and
attestation.

22.2

Qualifications claimed by applicants shall be obtained

from reputable higher and / or further education
institutions that are recognised by the relevant
competent / designated authorities in Malta. Proof of
comparability of qualifications shall be the sole
responsibility of the applicant who shall avail him/herself
of the services of the relevant competent / designated
authorities in Malta.

22.3

Failure to present such documentation may result in

disqualification of the applicant at various stages of the
recruitment process.

22.4

The acquisition of the appropriate qualifications shall be

the responsibility and at the expense of the applicant /
lecturer except for the Certificate in Vocational Teacher
Training (or equivalent, as indicated by MCAST)
administered by the Vocational Teacher Training Unit
and provided by MCAST for personnel already employed
by MCAST. However, a lecturer may utilize mechanisms
such as the MCAST Staff Development Fund, available
bursaries and scholarships, or the European Social Fund
as and where applicable.

22.5

Teacher training programmes approved and provided by

MCAST and comparable qualifications accepted by
MCAST shall be considered as professional teacher
training qualifications for the purpose of this Agreement.

22

22.6

Without prejudice to other clauses in this Agreement,

MCAST reserves the right to require new employees
engaged after the date of signing of this Agreement,
who are in possession of approved comparable teacher
training qualifications, to undertake an additional
module (or some additional modules) of a pedagogical
nature related to VET.

22.7

The Certificate in Vocational Teacher Training is provided

by MCAST free of charge for those lecturers entitled to
follow the course. Lecturers are obliged to attend such a
course. In the event that such course is not made
available within the first four years of appointment, a
lecturer shall be entitled to progress to the next higher
grade, provided that he/she satisfies all the other criteria
for such progression, and will also be entitled to both
increments and collective agreement increases as
applicable in this collective agreement. It is understood
that, should the course be offered after progression
and/or after the four year period, the lecturer is obliged
to attend such training. Failure to attend and/or pass
such training will result in the lecturer forfeiting any
further progression in the grade or into other higher
grades until he or she passes such training.

22.8

MCAST shall endeavour to identify teacher training

programmes which are deemed by the College to be
comparable to the vocational teacher training
programme offered by the VTTU. Such qualifications
shall be considered for the purpose of progression but
MCAST reserves the right to require the holders of such
qualifications to undertake an additional module (or
some additional modules) of a pedagogical nature
related to VET.

22.9

Additional increments or other remuneration related to

qualifications and work experience beyond what is
required for the post as indicated in the call for
applications shall be fully substantiated by relevant
documentation and attestation and shall be awarded at
the sole discretion of the MCAST. No more than three
increments shall be awarded to any qualifying individual
for any additional qualifications and / or work
experience.

22.10 Lecturing staff shall progress annually along the salary

scale provided that no unsatisfactory appraisal report

23

has been submitted in their regard by the Director or

Head of Unit concerned. If the said report is not
submitted within one (1) month of the date when the
increment is due, the employee shall be entitled to the
increment in full, backdated to the date that it was due.
22.11 Following attainment of the minimum requirements for
the next grade (qualifications must be backed by official
documentation from the awarding University) and a
positive appraisal report and recommendation by the
Director of the Institute and the Principal, a lecturing
member of staff shall progress to the next grade at the
next incremental point. Staff progression to the next
grade shall take place on a quarterly basis. Appraisal
reports are to be forwarded to the Principal at least two
(2) months prior to the date on which progression is due.
If an appraisal report is not forwarded to the Principal,
the lecturer concerned is obliged to write to the Director
or line Manager and copy the Principal. If the necessary
action is not taken within three months of receipt of the
letter sent to the Principal, then the Lecturer shall
proceed to the next grade automatically.
22.12 Employees in possession of qualifications that are
beyond the qualifications required for entry into a grade
shall be entitled to receive the following additional
remuneration:
First Degree:
Masters:
Doctorate:

466,
700,
932.

The payment of a qualification allowance is effective

from the date of application, which date cannot be
earlier than the date when the qualification was
obtained. The term when the qualification was
obtained means the date of conferment of the
qualification, and not the date of publication of the
final result.
22.13 Lecturers engaged in a specific lecturing grade on
condition that they acquire a particular qualification or
work experience within a stipulated period of time shall
not be able to proceed beyond salary step 1 unless they
satisfy their commitment.

24

22.14 Notwithstanding the above, it is however agreed that

those academic staff who are in possession of other
qualifications other than those indicated above, shall
progress on the lines indicated as long as the Malta
Qualifications Council and/or the Malta Qualifications
Recognition Information Centre certify comparability of
such qualifications. It is the prerogative of the College to
decide whether such qualifications are relevant to the
employees duties or not.

23

Staff Appraisal
23.1

24

Resignation or Termination of Employment

24.1

25

MCAST operates a staff appraisal mechanism. This is not

linked to performance related pay. Nonetheless, staff
appraisal should act as an indicator of strengths and
weaknesses and, if necessary, should motivate academic
staff to retain good practice and to focus on areas which
require improvement. The appraisal will provide the
candidate with the opportunity to meet with a senior
manager at least once a year and to be entitled to a
formal appraisal that will be documented and agreed by
all parties. Staff appraisal will also include classroom
observation by qualified observers so that good practice
and/or staff development needs may be identified.
Management may request teaching material from
academic staff, who shall present the said material. The
material may be retained by management for an agreed
period of time.

In the case of resignation or termination of employment

for reasons other than instant or summary dismissal,
resignation or termination of employment by either
party may only be given effect to in accordance with the
provisions of Part V of Section 33 - 42 of the Employment
and Industrial Relations Regulation Act (2002), Chapter
452 of the Revised Laws of Malta, or in accordance with
any such law as may be in force from time to time.
Notice of termination of employment by either party
must be given as stipulated within this Agreement.

Special Paid Leave

25

Unless otherwise provided by law, academic employees shall be entitled to

the following special paid leave:
25.1

Birth of child: Two (2) working days shall be allowed to

male employees immediately following the birth of each
of their children.

25.2

Bereavement: Full time employees shall be allowed two

(2) working days paid leave on the occasion of the death
of any of the following relatives: wife, husband, mother,
father (or person who at the time was acting as father or
mother), son, daughter, brother, sister.

25.3

Marriage: Three (3) working days considered as special

leave is granted to employees on contracting marriage.
The leave is to be availed of at a stretch and should
commence on the first working day following the
marriage.

25.4

Urgent Family Leave

25.4.1 Full time employees may utilise sixteen
(16) hours of their annual vacation leave
entitlement for the purpose of urgent
family matters. In such circumstances, and
following the utilisation of such urgent
family leave, arrangements are to be
made between the employee concerned
and the Office of the Principal as to how
such hours are to be worked.
25.4.2 Urgent family leave is granted in the
following circumstances:
Accidents to members of the immediate
family,
Sudden illness or sickness of any
member of the immediate family
requiring the assistance or presence of
the employee,
Situations requiring their presence
during births and/or deaths of the
immediate family.
25.4.3 In such circumstances, the employee has
to inform the Management of the
necessity of such leave as soon as

26

possible. The Management may request

documentary evidence.
25.4.4 The provisions of LN 296/2003 apply.
25.5

Maternity:
25.5.1 For 2012, pregnant employees are entitled
to sixteen (16) weeks of maternity leave in
accordance with law. Employees are
entitled to their full salary for the first 14
weeks of maternity leave. If the employee
opts to avail herself of maternity leave
beyond the paid 14 weeks, she will be
entitled to the applicable benefits payable
under the Social Security Act.
25.5.2 From 2013 onwards, pregnant employees
are entitled to eighteen (18) weeks of
maternity leave in accordance with law.
Employees are entitled to their full salary
for the first 14 weeks of maternity leave. If
the employee opts to avail herself of
maternity leave beyond the paid 14
weeks, she will be entitled to the
applicable benefits payable under the
Social Security Act.
25.5.3 Eligible employees are to apply in writing
four (4) weeks before stopping work in
preparation for the birth: a medical
certificate confirming the expected date of
confinement is to be submitted.
25.5.4 Employees who take maternity leave are
obliged to work for six (6) full months
(excluding leave and sick leave) on return.
In the event that the employee fails to
work these six (6) months, she has to
refund any monies she received during the
maternity leave.
25.5.5 Special maternity leave: An employee
who, having been granted maternity
leave, is unable to resume duties at the
expiration of the maternity leave owing to
a pathological condition arising out of
confinement, shall be entitled to a further
period of absence of up to five (5) weeks.

27

Such further absence shall be deducted

from the employees sick leave
entitlement.
25.5.5.1 The sick leave procedure
as contemplated in article 28
applies and has to be abided
by. Applications for such
leave have to be submitted
as early as possible.
25.6

Adoption leave: Employees shall be entitled to five (5)

weeks leave with pay on the legal adoption of a minor.
Adoption leave may be availed of by the mother or the
father, or shared by both parents if they are both
employed by MCAST provided they do not exceed the
prescribed limit and do not take the adoption leave
concurrently. Adoption leave commences on the day that
a child passes into their custody.
25.6.1 Those employees who avail themselves of
adoption leave are obliged to work for
three months after the five weeks
adoption leave. If the adoption leave is
shared between both parents, these three
months are calculated on a pro rata basis
to the leave availed of individually.
25.6.2 Those employees who fail to resume
duties at the expiration of this leave, or
who, having resumed work, resign or
abandon their employment without
sufficient cause within three months from
such resumption, shall be liable to pay
MCAST a sum equivalent to the salary they
received during the Adoption Leave.

25.7

Jury Service: The employee shall be granted all the

necessary time-off with full pay less any payments
effected by the Authorities concerned.

25.8

Police Witness: An employee shall be granted the

necessary time-off when he is required by the competent
Authorities to assist in investigations connected with the
MCAST or its activities provided that the employee
himself is not the subject of such investigations. The

28

employee shall produce an official document proving the

request by the Authorities.
25.9

26

Exam Day Leave: Employees sitting for exams shall be

allowed one (1) day special paid leave on the day of the
examination.

Special Leave without Pay

26.1

General Provisions
An employee, who has been in continuous
26.1.1
employment for at least twelve (12) months,
may request in writing to be allowed special
leave without pay for circumstances and under
the conditions indicated hereunder.
26.1.2

Such requests have to be submitted at

least three (3) months prior to the intended
date of commencement of such leave. These
requests have to indicate the duration of the
period which is being applied for.

26.1.3

The Management shall take into

consideration the work exigencies of MCAST
when considering such requests.

26.1.4

All special leave that is approved has to be

covered by a written agreement that has to be
signed by both the Management and the
respective employee. This agreement shall
indicate the conditions under which such
approval is being granted.

26.1.5

The
Management
may
request
documentary evidence in support of requests
for special leave without pay and, where
medical certificates are produced, MCAST shall
consult its medical doctor for his advice.

26.1.6

An employee who has been granted

permission to avail himself of special leave
without pay, and because of new circumstances
would like to either cut short or extend the
approved period of leave, has to submit a
written request to the Management at least
four weeks in advance.

29

26.2

26.1.7

An employee who fails to report for work

at the end of an approved period of unpaid
leave, shall be considered as having abandoned
his employment and would be considered as
having terminated it at his own volition.

26.1.8

Any type of unpaid leave may be followed

by another, subject to an overall total limit of
eight (8) years unpaid leave for the whole
duration of his employment with MCAST. This
leave may be availed of at a stretch or broken
up by periods of resumption of duty.

Parental Leave
26.2.1

Both male and female employees who

have been in employment with MCAST for a
minimum of one (1) year, may request in
writing to avail themselves of up to twelve (12)
months per child special leave without pay
following the birth, adoption or on taking legal
custody of a child to enable them to take care
of the child until the child has attained the age
of eight (8) years.

26.2.2

Such requests have to be submitted at

least three months prior to the period when the
employee concerned intends to make use of
this facility.

26.2.3

In cases when both parents are employed

with MCAST this period of special leave may be
shared between them.

26.2.4

Female employees who would have

availed themselves of the maternity leave,
would still be obliged to work the six (6) months
as contemplated in para. 25.5.4.

26.2.5

An employee who has been granted this

special leave shall refrain from taking up
another job elsewhere both on a full time or on
a part time basis, even if on no pay. An
employee who infringes this condition shall be
recalled back for work with immediate effect.

30

26.3

26.4

26.2.6

The granting of this special leave shall be

covered by a written agreement wherein the
Management may list the conditions under
which such a concession is being granted. This
agreement shall be signed by both parties.

26.2.7

All the conditions laid down in LN

225/2003 apply.

Adoption Leave
26.3.1

Special consideration shall be given for

additional separate periods of unpaid leave not
exceeding three (3) months in aggregate in
those cases of international adoptions that
involve lengthy processing abroad.

26.3.2

If both parents are employed with MCAST

this special unpaid leave may be shared
between them and should not be availed of
concurrently. They must declare their option
upfront when submitting their application for
adoption leave.

Fostering
26.4.1

Employees may avail themselves of special

unpaid leave for a period not exceeding twelve
(12) months in order to foster a child. Should
the occasion arise for a further foster
placement, additional fostering unpaid leave
may be allowed provided that not more than a
total of twelve (12) months special unpaid leave
is availed of in every period of four (4) years.

26.4.2

The fostering of more than one (1) child at

the same time is regarded as one placement.

26.4.3

If both parents are employed with MCAST,

this special unpaid leave may be shared
between them and should not be availed of
concurrently. They must declare their option
upfront when submitting their application for
fostering leave.

31

26.4.4

26.5

26.6

Career Break
26.5.1

Parents may be allowed a total of five (5)

years leave to be utilised to take care of
own/adopted/fostered child/children under the
age of six (6) years. The five (5) years must be
utilised as a whole period, and may be reduced
by multiples of three (3) months. If five (5)
years are not availed of in one whole period,
the outstanding period of leave may only be
taken for the care of other child/children.

26.5.2

Unpaid leave taken from this entitlement

of five (5) years may be shared once by both
parents, but not concurrently.

Special Leave to accompany spouse abroad

26.6.1

26.7

If the reason for allowing unpaid leave for

fostering is no longer applicable, the employees
shall have their unpaid leave terminated and
they have to revert to work as and when
directed by Management.

An employee may be granted one (1) year

unpaid leave, renewable yearly on application,
for a maximum of four (4) years, to accompany
their spouse abroad on sponsored courses or
assignments. These four (4) years may be
utilised at a stretch or broken by periods of
resumption of duties.

Responsibility leave
26.7.1

An employee may be granted twelve (12)

months responsibility leave on no pay which
may be renewable to take care of their
dependent elderly parents, sons and daughters,
or spouses, because of serious medical,
humanitarian and family reasons. The elderly
parent or spouse must have no other
responsible person living with him during the
day. The elderly parent, child or spouse must
be certified by a medical specialist that they
require care. If both elderly parents are alive,

32

they must be certified as being dependent on

care.
26.7.2

26.8

Thirty Days Unpaid Leave

26.8.1

26.9

If parents (or brothers and / or sisters) are

employed with MCAST, this leave may be
shared between them but not availed of
concurrently.

A maximum of thirty (30) calendar days

special leave without pay may, for a special
reason, be granted in any period of twelve (12)
months. This leave may also be utilised for the
purpose of finding alternative employment.
The employee has to avail himself of his
vacation leave (on a pro rata basis) before he
avails himself of this concession. Adequate
arrangements must be made with the employer
beforehand.

Sports Activities
26.9.1

MCAST may consider allowing an annual

aggregate of five (5) working days as special
leave without pay that may be shared among
those employees who are selected by a
National Sports Organisation to represent Malta
at international events.

26.9.2

An employee wishing to participate in this

concession shall submit a request in writing
accompanied by documentary evidence.

26.10 Study leave

26.10.1

MCAST may consider allowing special

leave without pay to employees who of their
own initiative wish to further their education in
subjects relating or that may be related to their
work at MCAST.

26.10.2

An employee who would like to avail

himself of such a concession has to submit a
written request to the Management wherein he
indicates the period of special leave he intends
to avail himself of.

33

26.10.3

27

28

Requests that are favourably considered

by the Management have to be covered by a
written agreement in which the conditions
under which this concession is granted are
listed. This agreement has to be signed by both
parties.

Special Leave
27.1

Lecturing staff may utilise twenty seven and a half (27.5)

hours Special Leave for urgent and unforeseen
circumstances.

27.2

This Special Leave shall cover leave for special

circumstances, including any circumstances envisaged by
any other policy or regulations related to urgent family
leave or on grounds of any force majeure related
thereto. This leave cannot be availed of just before or
just after the holidays, except in circumstances of urgent
family leave.

27.3

In such circumstances, the employee has to inform the

Management of the necessity of such leave as soon as
possible. The Management may request documentary
evidence.

27.4

The provisions of Legal Notice 296/2003 apply.

SICK LEAVE
28.1

New employees have the right to fifteen (15) days sick

leave on full pay in the first (6) months of service.

28.2

After the first six months employees shall be entitled to:

30 days on full pay and
30 days on half pay

28.3

Government employees (employed prior to 1979) who

have resigned their employment from the Government
service to join MCAST, shall continue to retain on a
personal basis their sick leave entitlement.

28.4

For the purposes of this clause sickness does not

include sunburn or hangovers.

34

28.5

In cases of hospitalization or long serious illness certified

by the MCASTs doctor, when an employee has
exhausted his sick leave entitlement on full pay for the
year, the MCAST may consider extending the sick leave
entitlement referred to in para. 28.2 by carrying over
fifty per cent of the unutilized sick leave of the previous
three (3) years.

28.6

An employee who has exhausted his sick leave on full pay

may opt to utilize his vacation leave entitlement prior to
going on half pay.

28.7

Payment of the above-mentioned sickness benefits shall

be subject to the following conditions:28.7.1

An employee reporting sick has to produce a

medical certificate (i.e. official blue
certificate). The MCAST reserves the right
to ask its medical doctor to visit those
employees reporting sick. The MCAST
medical doctor may visit an employee
reporting sick up to 20:00 hours of the day
when he is reported sick.

28.7.2

Reports of sick leave not certified by a

medical doctor shall be considered as
absence without leave. In such cases, the
employee shall be subject to disciplinary
action and no payments shall be effected for
this absence.

28.7.3

Employees who absent themselves from

work owing to sickness shall inform the
MCAST as per established procedure by not
later than the normal time of
commencement of work.

28.8

In the case of conflict between the employees doctor

and MCAST doctor, regulations in force from time to
time by the Medical Council shall apply.

28.9

Payments in respect of sick leave shall be subject to

deduction of amounts to which the employee may be
entitled under the Social Security Act.

28.10 The employee shall be obliged to give correct details as

to where the doctor is to visit; otherwise the employee
35

shall be subject to disciplinary action. During any sick or

injury leave, the employee shall remain at home. If the
employee is not found at his place of residence, the
payment for sick leave shall be withheld, until such time
as the employee presents documentary proof to justify
his absence from home.
28.11 When retiring from work owing to sickness, working
hours shall be considered as a normal sick day.
Certification shall be required as from the next day.

29

Injury on Duty
29.1

An employee who sustains an injury arising out of

employment and/or during the execution of his duties
pertaining to his job which injury is not caused through
negligence on the employees part or through noncompliance with Health and Safety Regulations issued by
the MCAST and / or by the Health and Safety Authority
and / or according to current relevant legislation and / or
by improper use of safety equipment and / or clothing
shall be entitled to up to one (1) years absence from
work on full basic pay less any Social Security injury
benefit, subject to the provisions of Clause 28.7, unless
certified fit to return to work earlier. A certificate issued
by the MCASTs doctor shall be produced.

29.2

Any injury on duty shall be reported immediately to the

MCAST and the necessary Social Security forms shall be
duly completed, signed and witnessed and endorsed by
the immediate line manager.

29.3

The payment by the MCAST of the above-mentioned

benefits shall be without prejudice to the question of
legal responsibility and shall not be deemed to be an
admission of legal liability by either the MCAST or the
employee.

29.4

If the injury is likely to extend beyond twelve (12)

months, the MCAST may seek, at any time during injury
leave, such professional medical advice it deems
necessary to establish the likelihood of the employee
returning to work within a reasonable time to determine
whether the employee shall no longer be capable of
performing his normal duties or other alternative duties
as may be suitable for him. In such a case the MCAST

36

may terminate his employment but in no case, unless

with the employees consent, before the expiry of twelve
(12) months from the start of his injury. The MCAST shall
inform the Union about action taken.

30

29.5

During the period of injury leave, the employee shall

remain at home and shall not perform any paid work,
either part-time or full-time. If the employee is not
found at his place of residence, the payment for injury
shall be withheld until such time as the employee
presents documentary proof to justify his absence from
home or that such action has been authorized by a
doctor.

29.6

The injured employee shall be obliged to inform the

MCAST of the outcome of the Injuries Board decisions.
If the employee fails to inform MCAST of the Injuries
Boards decisions, he shall have his salary stopped and
shall be subject to disciplinary action.

Post-injury on duty
30.1

31

An employee who has been entitled to injury leave as

contemplated in this Article shall be granted the
necessary time off to attend for post injury treatment
and/or to appear before the Social Security Injuries
Board provided that he produces prior official
notification to the MCAST. An employee shall not be
entitled to any time off if he had not complied with
health and safety norms or regulations.

Absence from Work

31.1

Employees on day basis, who absent themselves from

work for any reason other than for sickness, shall inform
the MCAST by telephone or by any other means by not
later than one (1) hour after their normal time of
commencement of work. Employees on shift work or
flexitime shall likewise inform the MCAST at least one (1)
hour before their normal time of commencement of
work.

31.2

Employees absenting themselves without the due notice

and/or a justifiable cause shall, apart from the relative
deduction of pay, render themselves liable to disciplinary
action.

37

32

33

31.3

Employees who are not found at their place of work shall

be considered as absent from work without permission
and shall be liable to disciplinary action.

31.4

Employees absenting themselves from work without due

notice and/or a justifiable cause for ten (10) consecutive
working days shall be considered as having resigned their
employment with the MCAST incurring the equivalent
deduction of the notice period which shall have been due
as provided for in this agreement.

Time Recording and Late Attendance

32.1

All employees shall register their attendance by those

means provided by MCAST for this purpose.

32.2

An employee who reports for work late shall have

his/her salary deducted at double time lost (the least
deduction being of an hour).

32.3

Part of the deduction is for the time that the employee

did not report for work at the appropriate time; the
other part is the penalty for reporting late.

32.4

Employees who are repetitively late shall be liable to

disciplinary action.

Redundancies and Demotions

33.1

When MCAST requires reducing the number of

employees, this shall be done in accordance with the
law.

33.2

Before effecting terminations of employment the MCAST

shall first demote from grade to grade any employees
who had been promoted in order to give consideration
to seniority within the MCAST.

33.3

In the event that training is required in order for

employee(s) to be assigned alternative, temporary or
permanent employment, instead of termination of
employment, and the Management is of the opinion that
it would be in the interest of the MCAST for this training
to be given, the affected employees shall be offered the

38

opportunity to undergo such training. Employees who

refuse such training shall have their employment
terminated.

34

33.4

In the case of termination of employment that is not for

disciplinary reasons the MCAST shall give the notice of
termination provided for above or make payment in lieu.

33.5

Former Government employees, who had resigned from

Government service to join the MCAST, shall be treated
in the same manner unless some other form of
agreement with the Government is concluded.

Re-Employment
34.1

35

Any employee whose employment shall be terminated

by the MCAST on grounds of redundancy shall be entitled
to re-employment if the post formerly occupied by him is
again available within a period of one (1) year from the
day of termination of employment. Such employee shall
be so re-employed on conditions not less favourable
than those to which he would have been entitled if the
contract of service relating to him had not been
terminated. On re-employment the employee shall
qualify for a degree of seniority as provided for in Clause
35.

Reckoning of Seniority
35.1

For whatever reason, length of service in a particular

grade shall be solely determined by the date of first
appointment to that grade subject to the rules set out
below on breaks in service:
Previous service in a higher or equivalent post
counts towards service in the lower post.

Previous service shall not be regarded as broken

when employment in a post is resumed within one
(1) year of discharge from that grade because of
redundancy. Such a break in employment shall
not however count towards length of service.

Previous service and any other related benefits

shall be regarded as forfeited when employment
shall be interrupted by an employee as a result of
voluntary resignation.

39

36

Retirement
36.1

37

38

When an employee is retained by the MCAST on

unpaid leave, for whatever reason, such period of
unpaid leave shall be deducted for the purpose of
reckoning the total length of service.

Retirement shall be in accordance with the relevant

Legislation prevailing at the time.

Right of Search
37.1

No employee shall have in his possession or take out

from the MCAST premises any documents, goods or
material belonging to the MCAST unless prior written
authorization to do so is given by the Management.

37.2

The MCAST shall have the right to search any employee

on entering or leaving any premises falling under the
responsibility of the Management of MCAST, or at any
time whilst the employee is on the premises. This right
applies also to searching employees personal lockers,
handbags, briefcases, parcels and cars. Should any
employee refuse to submit himself to such a search, the
MCAST shall have the right to call in the Police.

37.3

Searches shall be carried out in the presence of the

employee and one witness of his choice. In the case of
female employees, body searches shall be carried out by
a female and witnessed by a female. In the case of male
employees, body searches shall be carried out by a male
employee and witnessed by a male.

37.4

All employees, depending on their place of work, shall

follow all procedures and are subject to all security
measures introduced by the MCAST from time to time.

Health and Safety at Work

38.1

It shall be the duty of MCAST to ensure the health and

safety of workers at all times in every aspect related to
work.

38.2

All employees are obliged to observe health and safety

regulations with particular reference to the regulations
40

relating to working time and shall report for work duly

rested in order not to constitute a danger to themselves
and other employees.
38.3

39

An employee who, because of activities outside his

normal working schedule, would not be observing or
would be breaking the provisions of the working time
directive in force in Malta, as it may be amended from
time to time, and/or reports for work in a condition that
may constitute a danger to health and safety, may be
either refused access to the workplace or sent home if he
had already started work. In such cases the employee
shall be deemed to be absent without authorisation,
shall lose the days pay and be subject to disciplinary
action that may lead to dismissal.

Health and Safety Committee

39.1

A Health and Safety Committee shall be established. It

shall consist of two (2) representatives of the
Management and two (2) representatives of the general
staff under the chairmanship of the Manager performing
Health and Safety duties or under the chairmanship of an
official so designated by the Principal. The Union shall be
consulted on health and safety issues as appropriate.

39.2

The main function of this committee shall be to make

recommendations to the Management as to how the
place of work can be rendered as safe as possible. It
shall be its function to promote safe practices and to
make recommendations for improvements in health and
safety matters to Management in line with the guidelines
issued by the competent authorities.

39.3

The
ultimate
responsibility
to
implement
recommendations shall be vested in the Management.
The employees shall abide by all health and safety
regulations.

39.4

The MCAST shall provide the necessary training and

protective clothing/equipment that shall remain the
property of MCAST. Employees shall adopt safety
measures and make use of equipment and protective
clothing provided by the MCAST to ensure their safety
and that of other employees.
Protective
clothing/equipment shall only be used during/for work
carried out on behalf of MCAST. If an employee refrains

41

from doing so he shall be subject to disciplinary action

which could lead to dismissal and he shall forfeit any
compensation due to him by the MCAST.
39.5

An employee who loses or damages the

clothing/equipment provided to him by MCAST because
of improper use shall have to refund MCAST the cost of
such damaged/lost clothing/equipment.

39.6

An employee who is noticed not to be making use of the

protective clothing/equipment provided to him shall be
liable to:

First offence - a written warning

Second offence
- a written warning plus one (1) days pay
Third offence - a written warning plus three (3) days pay
Fourth offence - disciplinary action that may lead to dismissal.
39.7

40

41

Disciplinary action may even be initiated for the first

offence if the risk to which the employee would be
exposing himself and others would be a serious one.

Insurance Coverage
40.1

MCAST shall insure according to legislative obligations.

MCAST shall abide by all those conditions that such
policies impose.

40.2

Employees who are sent abroad at the request of the

Management of MCAST shall be covered by a 24-hour
insurance for the duration of their stay abroad.

Transport
41.1

Employees who opt to make use of their cars for official

duties shall be paid an allowance as established from
time to time by the Ministry of Finance.

41.2

The current rate established by MFEI by MFEI Circular

No. 06/2011 is 0.31c per km.

41.3

Employees who are detailed to a particular place of work

and who are then asked to re-locate from one place to
another during working hours on the same day owing to
the MCASTs exigencies shall be reimbursed for the
relocation transport expenses at the above rate or at the

42

public transport cost. In these circumstances, time used

for transportation shall be deemed as part of the weekly
contracted 37 hrs of work.

42

43

Engagement in other Work

42.1

Each employee shall devote all his working time to the

service of the MCAST.

42.2

No employee shall undertake any additional work or

accept to form part of the management of any society or
undertake any commitment of any commercial,
industrial or financial form, which may give rise to a
conflict of interest. Employees already performing such
work shall, nonetheless, regularize their position by
requesting permission from the MCAST within twenty
(20) working days from the publication of this
Agreement. Each case shall be considered on its own
merits and the Management may refuse sanctioning such
work.

42.3

An employee who wishes to perform other work after his

normal working hours has to request in writing the
permission of the MCAST. Permission for an employee
to engage in other work shall not be withheld unless the
work is in conflict or in direct competition with MCAST or
if it impedes the employee from rendering professional
service to MCAST. Employees who engage in other work
without the prior written permission from the MCAST
shall be subject to disciplinary action which may lead to
dismissal.

Code of Conduct
43.1

Employees shall serve the MCAST honestly, faithfully and

diligently; shall comply with all the orders, rules or
regulations made by the MCAST from time to time, and
shall account for all data, software and other records,
instruments, materials, tools or documents, which may
come in their possession or within their responsibility as
employees of the MCAST. They shall conduct themselves
in such a manner as not to impair the reputation of the
MCAST.

43.2

Employees shall not accept any gifts either in cash or in

kind or in any way reap any personal advantages through
the conduct of business on behalf of the MCAST.

43

44

43.3

Employees who become involved in criminal proceedings

that somehow may have an adverse effect on their line
of work shall immediately report the matter to the
Management.

43.4

Failure to comply with the provisions of this article shall

render the employee subject to disciplinary procedures.

Equal Opportunities
44.1

45

The MCAST declares itself an equal opportunity

employer and binds itself to put this principle in practice
in all aspects of its administration.

Grievance Procedure
45.1

Both parties to this Agreement shall establish the means

for the prompt disposal and amicable settlement of any
complaint which may arise out of the application and/or
interpretation of this Agreement.

45.2

Should any difference arise between the MCAST and the

Union or any of the employees as to the interpretation or
application of, or compliance with the provisions of this
Agreement, or if any individual complaint/grievance is
raised by an employee or group of employees, every
endeavour shall be made to settle the matter in
accordance with the procedure set out hereunder:
45.2.1

An attempt shall first be made by the

employee, with or without the assistance of
the representative of the Union, to discuss the
grievance with the employees superior. This
shall be done as expeditiously as possible after
such grievance has arisen.

45.2.2

If the grievance is not settled at this level,

the aggrieved employee, with the assistance of
the representative of the Union, if so desired by
the employee, may bring the matter to the
attention of his Director, head of section or his
accredited representative.

45.2.3

The
manager
or
his
accredited
representative, the employees superior as
44

specified above, the employee and the

representative of the Union, shall do their best
to dispose swiftly of the grievance, but should
such grievance remain unsettled even after a
conciliatory meeting chaired by a mutually
agreed conciliator, both the MCAST and the
Union may take such action, which is not
contrary to the provisions of the Law or to the
provisions of this Agreement, that may be
deemed proper under the circumstances.
45.2.4

46

Neither the employee involved nor the

employee acting in the capacity of Union
representative shall incur any loss of pay for
any absence from the place of work in
connection with the above procedure, provided
that permission is sought in advance from the
MCAST except in cases of emergency upon the
Unions request.

Withholding of Services
46.1

Both parties to this Agreement recognize that the wellbeing of both the MCAST and the employee is dependent
upon the maintenance of good relations and industrial
peace. They, therefore, seek to reach an amicable
settlement satisfactory to both sides through meaningful
discussions and agree that no arbitrary action designed
to withhold labour shall be taken by either side unless
discussions have been exhausted without a positive
result.

46.2

In the event that in spite of their best endeavours to

reach an amicable settlement satisfactory to both sides,
no such agreement is registered, both the MCAST and
the Union shall be free to take whatever action is
considered necessary provided that:

46.3

Either party may refer the dispute to the

attention of the Director of Employment and
Industrial Relations,
Such action is not contrary to the laws of the
country, and
At least three full working days notice in writing
is given to the other party.

Any actions taken by an employee/s of the MCAST which

are not in accordance with the provisions of this clause

45

shall be considered by the MCAST to be unofficial actions

and the employee/s taking part in such actions shall be
liable to disciplinary action which shall lead to dismissal.

47

48

Unofficial Industrial Action

47.1

The MCAST and the Union agree that unofficial industrial

actions are detrimental to both the MCAST and the
Union and as such shall not be supported.

47.2

No one except a Union Official may give directives of

industrial action to the employees. Such directives have
to be communicated to the Management by the same
official who issues the directive(s).

47.3

Any employee/s who organize/s and/or take/s part in

any unofficial industrial action shall be liable to
disciplinary action which shall lead to dismissal.

Information regarding the MCAST and Confidentiality

48.1

All employees of whatever grade are expected to be loyal

to the MCAST with respect to legal provisions in force
from time to time.

48.2

The employees shall not at any time, during their

employment with the MCAST or after the termination of
their employment, or for any reason whatsoever,
disclose to, or knowingly permit or enable any other
person to acquire any information concerning the affairs
of the MCAST or of any matter connected with its
business or activity.
Employees in possession of confidential information of
whatever nature (of a personal or group nature) shall not
divulge such information to any other MCAST
employee/s or external persons or agency unless
specifically authorised to do so by their superior.

48.3

48.4

Employees who do not observe this obligation of

confidentiality shall be subject to disciplinary action
which may lead to dismissal and/or shall be subject to
procedures according to law.

46

49

Resignation or Termination of Employment

49.1

Notice of resignation or termination of employment shall

be of the following duration:More than one (1) month but not
more than six (6) months service:
week

one (1)

More than six (6) months but not

more than two (2) years service:
weeks

two (2)

More than two (2) years but not

more than four (4) years service:
weeks

four (4)

More than four (4) years but not

more than seven (7) years service:
weeks

eight (8)

More than seven (7) years service:

week for

an additional 1

every subsequent
year of
service up to a
maximum
of 12 weeks

50

Dress Code
50.1

51

Both MCAST and the MUT stress the importance of

adherence to dress code. All lecturing grades are
expected to follow an appropriate dress code that befits
their professional dignity at the College and reinforces
teaching alongside the established professions. Lecturers
should act as role models. Dressing for success has three
main effects for lecturers it maintains respect,
establishes credibility and reinforces authority and
professionalism.

Discipline
51.1

The MCAST requires all its employees to conduct

themselves properly with high standards of performance
and behaviour and to maintain the highest levels of
integrity.

47

51.2

In cases of offences as outlined below, the academic staff

shall be issued with a specific charge in writing within ten
(10) working days from the date of reporting of the
alleged breach. The employee shall acknowledge receipt
of such letter of charge which cannot be refused.

51.3

The lecturer concerned will have the right to reply to this

charge in writing within ten (10) working days of receipt
of the charge.

51.4

The director of the Institute concerned and/or the

Principal may refer the case to a disciplinary board if it is
believed that the reply given by the lecturer does not
exonerate him from the offence. In such instance, the
lecturer concerned shall be issued a letter stating that his
case is being referred to the Disciplinary Board.
Proceedings shall commence within ten (10) working
days from the date of the letter of charge.

51.5

Cases of minor offences or misconduct shall be

concluded within a maximum period of thirty (30)
working days of commencement. Cases of gross
misconduct shall be completed within three (3) months
of commencement of the proceedings. The time limit
may be extended in extenuating circumstances.

51.6

Disciplinary cases referred to above shall be heard by a

Disciplinary Board set up for the purpose.

51.7

Each case shall be heard by a Disciplinary Board set up

for the purpose. The Board shall consist of a Chairman
and two members appointed by the MCAST. The
Chairman of the Board shall be an official delegated by
the Management. Minutes of the proceedings of the
Disciplinary Board shall be taken and signed by the board
members and the proceedings may be recorded.

51.8

Any instance of a lecturer committing an infringement of

existing legislation as well as the calling of unofficial
industrial action, are considered as gross misconduct.

51.9

It is understood that when a lecturer is facing legal action

for such offences committed, MCAST will suspend
procedures until such time as the case is decided by the
Law Courts.

48

51.10 Both MCAST and/or lecturers affected may refer cases of

alleged breach of law to the competent authorities for
investigation.

51.11 Classification of Offences:

51.11.1

The following offences may be considered

as constituting gross misconduct:

Abuse and/or misuse of MCAST

documents, computer data, software,
records, etc.

Attending for work not in a state to

perform ones duties efficiently because of
being under the influence of unauthorised
substances and/or alcohol

Continuous poor performance

Flagrant or repeated disregard of the

MCASTs rules and practices

Gross negligence in performance of duties

Repeated unauthorised and/or unjustified

absence from work

Unauthorised use of MCAST hardware and

software to house and/or process personal
and/or third party data when such use is
not connected with duties at the MCAST

Sexual harassment

Wilful damage to the MCASTs property

Insubordination or failure to comply with

any lawful and reasonable order of a
superior.

51.12 Minor Offences

51.12.1

Disciplinary hearings for Minor Offences

shall be heard by the Head of Section or Director as
appropriate following a written report by the manager
concerned.

51.12.2

The following offences among others of

similar nature and gravity are to be considered as
minor whether they are committed to the detriment of
the MCAST or of fellow workers:
Poor quality work
Poor attitude at work
Misconduct and/or disobedience
49

 Unwarranted unpunctuality including both late

arrivals and early departure from work without
authorization.
51.12.3

Note: Repeated offences, even if

considered minor, shall be treated as more serious
gross misconduct.

51.13 General Procedures

51.13.1

The MCAST shall be represented at

disciplinary hearings by MCAST officials who may be
assisted by a consultant/legal adviser.

51.13.2

Employees charged with any offence shall

be given every opportunity to state their case and to be
represented by their Union or person of their trust.

51.13.3

No person involved in the disciplinary

proceedings may disclose to any person other than in
the exercise of this official function relative to such
disciplinary procedures, the contents of any document,
communication, or information whatsoever which has
come to his notice during the proceedings of the case.
Documentation which is related to the disciplinary
proceedings shall be made available to the employee in
accordance with the Data Protection Act.

51.13.4

The decision of the Management following

the termination of the disciplinary procedures, shall be
considered as final unless the employee appeals in
writing to the Management within ten (10) working
days after the decision has been communicated to the
employee. In case of an appeal a board shall be set up
consisting of a chairperson agreed to by the
Management and the Union, a representative of the
MCAST and a representative of the Union. The
outcome of this board, which shall be convened within
one (1) month from the receipt of the written appeal,
shall then be considered as final.

51.13.5

The persons appointed to chair the

Appeals disciplinary board shall be agreed by the Union
and Management within six (6) months of signing of
this Agreement.

50

51.14 Maximum Penalty

51.14.1

Following the disciplinary procedures as

outlined in this Agreement:
a)
The maximum penalty for Gross
Misconduct shall be dismissal.
b)
The maximum penalty for Minor Offences
shall be:
First offence
Second offence one (1) days pay
Third offence
three (3) days pay
Fourth offence Gross Misconduct.

a written warning
a written warning plus
a written warning plus
will be considered as

51.15 Suspension from Work

51.15.1

An employee may be suspended by the

Management or disciplinary board during the
course of investigations and/or disciplinary
proceedings and/or criminal proceedings if his
retention, in the MCASTs opinion, is in conflict
with his duties and responsibilities at the MCAST.

51.15.2

The period of suspension for alleged offences

within the MCAST shall not exceed one (1) year.
For alleged criminal offences there shall be no
such limit.

51.15.3

During the period of suspension regarding alleged

offences within the MCAST the employee shall
receive half his salary. No pay shall be given to
employees suspended in connection with criminal
offences.

51.15.4

If, after investigations by the MCAST, no action is

taken against the employee, or if such action is
taken and the employee is found not guilty of
what he was suspended for, he shall be fully
reinstated in his former post and refunded the pay
withheld.

51

52

LEARNING SUPPORT ASSISTANTS

52.1

Working Obligations for Learning Support Assistants

52.1.1

Learning Support Assistants will be

expected to support the students on
mainstream courses and assist the class
programme as stipulated in their job
description. Amongst other duties, they shall:

in collaboration with the lecturer, participate in

the observation, assessment and documentation
process of the performance and behaviour of the
learners concerned;

support student/s during activities held outside

the school premises including experiences in the
community, work places and other further and
higher educational institutions;

ensure that students have the correct learning

material and necessary equipment;

provide, where appropriate, assistance to

students with learning disabilities and difficulties
as agreed in the students programme and in the
delivery of the modules;

assist students during assessments and

examinations according to pre-established
arrangements and criteria;

participate in the organization and planning of

Individual Education Programmes and assist with
monitoring the programme;

attend team meetings and staff development

meetings of the Inclusive Education Unit;

communicate, consult and cooperate with other

members of the team in the interests of the
students;

carry out other related duties that may be

deemed necessary for the benefit of the students
on the MCAST courses.
52

53

Hours of Work for Learning Support Assistants

53.1

The academic year commences on the first working day

in September and finishes on Friday of the first full week
in July.

53.2

Learning Support Assistants will be in attendance and

providing service at College from Monday to Friday
between 8:00am and 4:30pm, i.e. for a total of 37.5
hours per week.

53.3

A maximum of 30 hours out of the 37.5 weekly hours on

campus shall be contact hours.

53.4

Learning Support Assistants shall be entitled to fifty (50)

days vacation leave per academic year. Such leave is to
be availed of during the Christmas, Easter and summer
breaks. The summer break is to start from Monday of the
first full week of July. During the summer break Learning
Support Assistants are expected to report for work
during the initial assessment days. Such attendance
entails a total of five (5) working days.

53.5

In addition, during College time, Learning Support

Assistants shall be entitled to twenty-seven and a half
(27.5) hours Special Leave for urgent and unforeseen
circumstances. This Special Leave is regulated by the
provisions of clause 27 of this Agreement.

53

54

Salary Structure and Work Resources

Salary Scales 2011 2016

All salaries are inclusive of COLA
Grade
F

Nomenclature
Learning
Support
Assistants II
(Diploma)

Coll Agr increase

2012-2016
400

Increment
2012-2016
275
Grade

Nomenclature

Learning
Support
Assistants I

Coll Agr increase

2012 - 2016
345

Increment
2012-2016

2012
15,322
15,047
14,772
14,497
14,222
13,947
13,672
13,397

2013
15,722
15,447
15,172
14,897
14,622
14,347
14,072
13,797

2014
16,122
15,847
15,572
15,297
15,022
14,747
14,472
14,197

2015
16,522
16,247
15,972
15,697
15,422
15,147
14,872
14,597

2016
16,922
16,647
16,372
16,097
15,822
15,547
15,272
14,997

2011

2012

2013

2014

2015

2016

14,620
14,420
14,220
14,020
13,820
13,620
13,420
13,220

14,965
14,765
14,565
14,365
14,165
13,965
13,765
13,565

15,310
15,110
14,910
14,710
14,510
14,310
14,110
13,910

15,655
15,455
15,255
15,055
14,855
14,655
14,455
14,255

16,000
15,800
15,600
15,400
15,200
15,000
14,800
14,600

13,020

13,365

13,710

14,055

14,400

12,820

13,165

13,510

13,855

14,200

14,094

13,222

200

An LSA with 2 A Levels shall enter the Salary Scale at the minimum of Learning
Support Assistant I for the respective year.
An LSA who has a Certificate in Education for Learning Support Assistants shall enter
the Salary Scale at Step 3 of Learning Support Assistant 1 for the respective year.

54

Grade

Nomenclature

2011

2012

2013

2014

2015

2016

Assistant
Lecturer

22,268
21,779
21,290
20,801
20,312
19,822
19,333
18,844
18,355
17,866

22,862
22,373
21,884
21,395
20,906
20,417
19,928
19,439
18,950
18,461

23,453
22,964
22,475
21,986
21,497
21,008
20,519
20,030
19,541
19,052

24,044
23,555
23,066
22,577
22,088
21,599
21,110
20,621
20,132
19,643

24,635
24,146
23,657
23,168
22,679
22,190
21,701
21,212
20,723
20,234

25,226
24,737
24,248
23,759
23,270
22,781
22,292
21,803
21,314
20,825

2011

2012

2013

2014

2015

2016

23,990
23,393
22,797
22,201
21,604
21,008
20,412

24,628
24,032
23,436
22,840
22,244
21,648
21,052

25,265
24,669
24,073
23,477
22,881
22,285
21,689

25,902
25,306
24,710
24,114
23,518
22,922
22,326

26,539
25,943
25,347
24,751
24,155
23,559
22,963

27,176
26,580
25,984
25,388
24,792
24,196
23,600

2011

2012

2013

2014

2015

2016

25,683

26,377
25,736

27,067
26,426
25,785

27,757
27,116
26,475
25,834

28,447
27,806
27,165
26,524

29,137
28,496
27,855
27,214

2011
29,177

2012
29,952
29,311

2013
30,727
30,086
29,445

2014
31,502
30,861
30,220
29,579

2015
32,277
31,636
30,995
30,354

2016
33,052
32,411
31,770
31,129

Coll Agr Increase

2012 - 2016
591
Increment
2012 - 2016
489

Grade

Nomenclature

Lecturer

Coll Agr Increase

2012-2016
637
Increment
2012-2016
596

Grade

Nomenclature

Senior
Lecturer I
(Masters)

Coll Agr Increase

2012-2016
690
Increment
2012-2016
641

Grade
A

Nomenclature
Senior
Lecturer II
(PhD)

Coll Agr Increase

2012-2016
775
Increment
2012-2016
641

These salaries are effective as from 1st January 2012

Notes re: Salary Structure:
Employees shall enter into the new structure as from 1st January 2012 in the following way:

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1. Respective basic salary as at 31st December 2011 + Collective Agreement Increase as

at 1st January 2012.
2. Employees will then be placed on the equivalent notch of their respective grade.
Should there be no equivalence the employee will enter into the next higher notch.
3. Employees shall continue to receive a Collective Agreement increase according to
their respective grade, for the years 2013 -2016 on 1st January every year.
4. The Employees are also entitled to an increment, according to their respective
grade, which shall continue to be awarded annually until they reach the maximum of
the Salary Scale. When the maximum of the respective Salary Scale is reached the
employee shall continue to benefit from a Collective Agreement Increase only.
5. Employees who were recruited or promoted in 2012 up to the date of signing of this
Agreement, shall be assimilated into the structure by taking into consideration their
salary as at that particular period in 2012 and then be placed into the next higher
notch of their respective Salary Scale. These employees will be entitled to an
increment as from 2013, which is paid according to the period established in the
existing procedure, which shall continue to be awarded annually until they reach the
maximum of the Salary Scale. When the maximum of the respective Salary Scale is
reached the employee shall continue to benefit from a Collective Agreement
Increase only.
6. In no circumstances is the maximum of the grade to be exceeded.
7. All salaries are inclusive of COLA.
Entry into the grade of Senior Lecturer I (Masters) and Senior Lecturer II (PhD)
Employees who on the date of signing of the collective agreement, or who, by 31st October
2013, are in possession of an acceptance letter from a recognized University to further
their studies and obtain an academic qualification at either Master Degree or PhD, and who
upon the attainment of such a qualification satisfy the entry requirements for either Senior
Lecturer I or Senior Lecturer II as stipulated in the collective agreement shall be placed on
the maximum of the respective scale (A or B). All other employees entering grades A and B
above are to be placed on the minimum of the scale.

Work Resources
The Work Resources Allowance, as from the date of signing of this Agreement, is of up to
450 per annum is to be used by the lecturers for the purchasing of:
1. Books, Journals, Other Literature and Memberships with Learned Societies, related
to the lecturers area of teaching or research
2. Computer Accessories -These accessories are to be bought with the intention of
assisting the lecturers in the fulfillment of their duties.
Requests for the payment of the Work Resources Allowance are to be made to
Management, for approval. Claims are to be made by not later than the end of March of the
following year. The works resources allowance can be carried forward from one year to
another if unutilised. However, the Allowance can only be carried forward every alternate
year.
In addition, MCAST is allocating a fund of a maximum of 65,000 per annum where lecturing
staff may put forward claims (against receipts) for additional assistance in those
circumstances where academic staff need to purchase particular computer programs and

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software in the related field of the subject taught. Assistance from this fund will be on a pro
rata basis depending on the claims as approved by MCAST management.
It is agreed that within 6 months from the signing of the collective agreement the
Management shall issue the first guidelines regarding the operation and administration of
the work resource fund. Subsequent guidelines may be issued from time to time by the
Management regarding the operation, administration and mechanisms of the fund. The
union shall be consulted throughout the process.

Date: 20th September 2012

___________________________
Mr Joseph Farrugia
President, Board of Governors

_________________________
Mr Kevin Bonello
President, MUT

__________________________
Profs Maurice Grech
Principal and CEO

__________________________
Mr Franklin Barbara
General Secretary, MUT

__________________________
Mr Stephen Cachia
Principal & CEO Designate

__________________________
Mr Ted Darmanin
Shop Steward

_________________________
Mr Christian Calleja
Shop Steward

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