The UMASA Council is aware that the cost-cutting measures currently being undertaken by the University are adversely affecting the work of many of you, and in some cases may also be impacting the prospects of your continued employment at UM past statutory retirement age. While we are in agreement with the implementation of carefully applied measures to reduce unnecessary and/or avoidable expenses, we are of the opinion that some of the current measures are being applied indiscriminately and, in some cases, may possibly also go against agreed and long-established working conditions.

 

With respect to the curtailment of the employment of Casual lecturers to teach non-compulsory study-units, UMASA has already made its position clear through the press release on the subject issued on 20th April 2025. We are firmly against the compromising of course quality through the indiscriminate suspension of all elective / optional study-units which cannot, for whatever reason, be taught by Resident Academics. These should be evaluated on a case-by-case basis, under very clear guidelines, and with an emphasis on maintaining the quality and integrity of our courses while respecting the loading limits and entitlements of the academic staff.

 

With respect to the deadlines issued at short notice by the University, for submission of applications to employ Casual lecturers, UMASA is aware that many Heads of Department have been caught unaware by these, and may have had, or may be having, difficulty to meet these deadlines. While the UMASA Council does support the tightened accountability provided by the information that is entered in these application forms, we have objected to the tight deadlines, and have reached agreement with the Registrar that these deadlines may be reasonably extended where a request is made for this.

 

Another major issue that we are currently tackling, regards the extension of employment at UM beyond the statutory retirement age, where this is permissible under the current agreement. We have been receiving reports of refused extensions, or forced downgrades to part-time status, for academic staff who would appear to broadly satisfy the criteria stipulated in Section 1.8 of the Manual of Conduct and Procedures. We are currently seeking to clarify further these criteria, and to make sure that they are more transparent and adhered to fairly. We urge all members who feel that their applications may have been unfairly treated, to contact us, so that (i) we can become more aware of the extent of the issue, and (ii) we could potentially offer you information and/or advice.