Visiting Lecturer Academic Staff

Terms and Conditions of Employment, incorporating the

Principal Statement
Name: Charusmita Charusmita

Job Title: Visiting Lecturer

College / Faculty / School: Westminster School of Media, Arts and Design

Department: Westminster School of Media, Arts and Design.

Location: Harrow

The Appointment is: Fixed Term ((subject to continued right to work in the
UK)

Date of Commencement of this contract: 1st February 2018

Start date of Continuous Service: 1st February 2018

Teaching Hours: These are the hours when you will be delivering teaching, in
respect of which hours you will be paid at the Comprehensive Teaching Rate.

Comprehensive Teaching Rate is the rate of pay for each of the Teaching
Hours, and is set at £56.45 / hour.
(This rate is calculated on the basis of 2.5 times the Standard Hourly Rate and
includes preparation, teaching & marking activities. See section 4.3 for details)

Standard Hourly Rate is the rate of pay for activities falling outside those
covered by the Comprehensive Teaching Rate, and is set at £22.58 / hour.

1. The Employer
Your employer is the University of Westminster (“the University”). The
registered head office of the University is 309 Regent Street, London,
W1B 2UW.

2. Place of Work
It is a condition of employment that the appointment is tenable in any
established site or campus of the University in London or Harrow.

3. Continuous Employment
Your start date of continuous service is as detailed above. Continuous
service with other HE or FE institutions will be counted in calculating
sickness and maternity entitlements. In the event of redundancy, payment
would be calculated in accordance with the Redundancy Payment

1
 (Continuity of Employment in Local Government etc.,) (Modification) Order
1999, as amended.

4. Duties and Hours of Work

4.1 Your Teaching Hours and duties will be determined by your line manager
(normally your Head of Department) in consultation with you. You are not
required to accept any Teaching Hours which are offered to you, but for any
such hours which you do choose to accept, you are then obliged to deliver
that teaching.

4.2 You will be working under the direction of the member of staff responsible
for the classes you teach.

4.3 Your duties in respect of the Teaching Hours include preparation, teaching,
marking and correction of class work and homework, and the setting and
marking of exam papers. Additional payments above and beyond the
Comprehensive Teaching Rate referred to on page 1 are not made for
duties beyond the actual delivery of teaching. This is because the
Comprehensive Teaching Rate reflects the time typically spent on those
non-teaching activities (preparation, marking etc.) as well as on the teaching
delivery itself.

4.4 In addition to payment for work done within the scope of the Comprehensive
Teaching Rate (this being work referred to in the opening sentence of clause
4.3), you will be required to undertake work comprising induction and
attending two staff meetings and two exam board-related meetings per
academic year. For this work you will receive payment for 7 hours per
academic year, with payment being made at the Standard Hourly Rate of
£22.58/hour. The total payment of £158.06 (being 7 x £22.58) will be paid to
you in October each year, although some of the work will be carried out later
in the academic year.

4.5 Any additional activities (above and beyond the aforementioned 7 hours) to
be paid at the Standard Hourly Rate will be as discussed and agreed with
your line manager. Examples include taking part in staff development or
training, student recruitment and official attendance during the enrolment
period, but this list is not exhaustive. You will be paid at the Standard Hourly
Rate for such attendance.

4.6 Your time of arrival should be sufficiently early to allow for any preparation
that may be required before the class is due to commence.

4.7 You are required to become familiar with the syllabuses, curriculum and
course requirements for those classes for which you are responsible, and
provide data as required to your Head of Department.

2
4.8 You will not be obliged to attend at any time outside those dates and times
stipulated by your line manager, unless by prior mutual agreement.

4.9 Your Teaching Hours will be reviewed at or around the end of your first
year of service under this contract, and then at the end of every
subsequent academic year, through the University’s Integrated Planning
processes. The University reserves the absolute right, at each such
review, to elect to increase, reduce or maintain at the same level the
number of Teaching Hours you are invited to deliver. You retain the right
to accept or decline any Teaching Hours which are offered to you, as per
clause 4.1. In the event of a decision by the University to reduce the
Teaching Hours offered to you, you will not be entitled to any
compensation or other payment from the University in respect of that
reduction.

5. Probationary Period
The first 12 months of employment is a probationary period, during which
your suitability for the position to which you have been appointed will be
assessed. The University reserves the right to extend your probationary
period, if, in its opinion, circumstances so require. During the probationary
period, your employment may be terminated by the University on giving
one week’s written notice.

6. Remuneration
6.1 You will be paid for your Teaching Hours at the Comprehensive Teaching
Rate referred to on page 1. Payment will be made to you via monthly
spreadsheets authorised by your line manager and Finance Business
Partner (and/or Dean) to the University’s Payroll team, as work is carried
out and completed. If you are requested to and do in fact undertake
duties other than those referred to in the opening sentence of clause 4.3,
this work will be paid at the Standard Hourly Rate.

6.2 Payment for work done will be made in arrears, on the 22 nd day of the
month following the month in which the work was done, subject to you
completing and returning the relevant paperwork by the required date. If
the relevant paperwork is submitted after the required date, payment will
be made in the next following month. These provisions as to dates of
payment are subject to the proviso that payment will be made in October
each year for the 7 hours of work at the Standard Hourly Rate referred to
in clause 4.4, even though some of that work will be undertaken later in
the academic year.

6.3 Included in your Comprehensive Teaching Rate and the Standard Hourly
Rate is an element for your annual leave and Bank Holiday entitlement
(see clause 7.1 for details). Your holiday pay will be identified separately
on your payslip.

3
6.4 Payment is made in respect of attendance at the respective classes at the
scheduled times and includes all of the duties described in clause 4.3
above.

6.5 You will be paid through the University payroll, direct to your bank or
building society account monthly, in arrears on the 22 nd of each month.
Your payslip will be sent to your home address. Salary payments will
automatically be subject to PAYE deductions.

6.6 The University will recover from final salary payments any outstanding
season ticket loans, advances or other payments.

6.7 The University will review from time to time the level of both the
Comprehensive Teaching Rate and the Standard Hourly Rate, and you
will be notified of any changes to those rates.

7. Annual Leave
7.1 The University's leave year runs from 1 August to 31 July. In addition to
statutory Bank Holidays, local discretionary holidays and days when the
institution is closed in the interests of efficiency, you are entitled to 35
working days paid pro-rata holiday during the course of the holiday year.
This level of holiday entitlement is reflected in the Comprehensive
Teaching Rate and the Standard Hourly Rate, and is shown separately on
the pay slip. It is your sole responsibility to ensure you in fact take leave
during periods of time when you are not undertaking work for the
University.

7.2 You are required normally to take your annual leave outside of those times
when you are required to attend the University.

7.3 Annual leave is accrued as part of your hourly pay, as referred to in

section 6.3 above. You will not therefore be owed any additional payment
for annual leave either at the time you take the leave, or on the termination
of your employment.

8. Termination of Employment
8.1 Your appointment shall be terminable, except in the case of probation or
dismissal for gross misconduct, by you giving the institution a minimum of
four weeks’ notice in writing or, by the institution giving you a minimum of
four weeks’ notice in writing, or one week for each completed year of
service, (up to a maximum of twelve weeks) whichever is the greater.
During the probation period, the employment is terminable on one week’s
notice by either party. In the event of gross misconduct, employment is
terminable without notice or payment in lieu of notice.

4
8.2 The University reserves the right to require you to take a period of paid
“gardening leave” during your notice period if deemed appropriate.

9. Pension
You will become an active member of the Teachers’ Pension Scheme
(“Scheme”) from the Date of Commencement referred to on page 1,
subject to the tax reliefs and exemptions available from HM Revenue &
Customs, as amended from time to time. Full details of the Scheme are
available from https://www.teacherspensions.co.uk.You shall pay such
contributions to the Scheme as may be required by the rules of the
Scheme as amended from time to time. The contributions shall be made
by way of deductions from your salary.

10. Sickness absence

Subject to the provisions of the Sick Pay and Sick Leave Scheme, you are
contractually entitled to time off with pay if you are absent from work due
to illness or injury. Full details of your entitlements are published on the
HR website.

11. Maternity Leave

Your contractual entitlement to maternity leave is in accordance with the
procedures published on the HR website.

12. Discipline and Grievance

You must comply at all times with the University’s rules, policies and
procedures. Details of the University’s disciplinary and grievance rules and
procedures are published on the HR department’s website. These
procedures do not form a part of your contract of employment and are
subject to amendment at the discretion of the University from time to time.

13. Staff Appraisal

You will be required to undertake and participate in the
University’s Professional, Performance and Development Review (PPDR)
Scheme in relation to the performance of your duties, as approved by the
Court of Governors.

14. Other work and conflict of interest

14.1 Whist recognizing that as an hourly paid employee, you may have other
paid employment external to the University, you must not undertake any
such work which conflicts with the business of the University or materially
impairs your ability to discharge your duties to the University. It shall be
the sole decision of the University to determine whether such a conflict or
material impairment arises or is deemed to exist.

5
14.2 Where you intend to use the facilities of the University in connection with
external or private work, then written prior approval is required from your
Head of Department.

14.3 The University’s policy on conflicts of interests can be found on the HR

Department’s website.

15. Confidential Information:

15.1 You shall not, except as authorised by the University or required by your
duties hereunder, use for your own benefit or gain or divulge to any
persons, firm, company or other organisations whatsoever any confidential
information belonging to the University or relating to its affairs or dealings
which may come to your knowledge during your employment. This
restriction shall cease to apply to any information or knowledge which may
subsequently come into the public domain other than by way of
unauthorised disclosure.

15.2 All confidential records, documents and other papers (together with any
copies or extracts thereof) made or acquired by you in the course of your
employment shall be the property of the University and must be returned
to it on the termination of your employment.

15.3 Confidentiality of information must be determined in relation to individual

employees according to their status, responsibilities and the nature of their
duties. However, it shall include all information which has been specifically
designated as confidential by the University and any information which
relates to the commercial and financial activities of the University and to its
administration, the unauthorised disclosure of which would embarrass,
harm or prejudice the University. Confidential information shall also
include any matter or thing that may reasonably form the basis of an
application by the University or one of its enrolled students for patent,
registered design or any like protection in England or any other jurisdiction
worldwide. It does not extend to the information already in the public
domain unless such information arrived by unauthorised means.

15.4 Notwithstanding the above, the University affirms that academic staff have
freedom within the law to question and test received wisdom, and to put
forward new ideas and controversial or unpopular opinions, without
placing themselves in jeopardy of losing their jobs and privileges they
have at the University.

16. Copyright
You must comply at all times with the University’s rules, policies and
procedures. Details of the University’s copyright rules and procedures
concerning copyright generated by you in the course of your employment
at the University are published on the HR department’s website. These

6
 procedures do not form a part of your contract of employment and are
subject to amendment from time to time.

17. Patents and Inventions

You must comply at all times with the University’s rules policies and
procedures. Details of the University’s patentable inventions rules and
procedures concerning patentable inventions developed by you alone or in
concert with others during your employment at the University are
published on the HR department’s website. These procedures do not form
a part of your contract of employment and are subject to amendment from
time to time.

18. Other forms of intellectual property rights

You must comply at all times with the University’s rules policies and
procedures. Details of the University’s policies on intellectual property
rights are published on the HR department’s website. These procedures
do not form a part of your contract of employment and are subject to
amendment from time to time.

19. Variation
Agreements reached as a result of national or local negotiations between
the employer(s) and the recognised unions shall, if and when adopted by
the Court of Governors, be automatically incorporated into your contract.

This contract may be varied with the agreement of both parties, and may be
varied at the discretion of the University in the circumstances set out in this
Statement.

Signature: _________________________________________________
(The Employee)

Date:___________________