Section 2 - Terms and Conditions of Employment

Index:

Additional Travel Expenses

A member of staff who is relocated by the University during the course of their employment may be entitled to receive expenses for the excess travel costs incurred for a period of one year following the relocation. This will not apply to staff whose contracts requires them to be mobile.

Copyright

The regulations under the 1988 Copyright, Designs and Patents Act limit photocopying of material under copyright to a single 8,000 words of an extract, or one chapter from a book, to be used only for the purpose of private study or research. The 10% limit extends to poems, essays and other short literary works which are regarded as complete in themselves, and may not be copied in their entirety. Photocopying beyond these limits can only be permitted if the material is not in copyright (i.e. in most cases if the author has been dead for more than seventy years) or if the owner of the copyright gives specific permission in each case. Members of staff are required to observe these regulations strictly. More detailed information of these regulations are available in the University library and at www.gla.ac.uk/staff/copyright/about.htm.

Duties

You are required to carry put such technical duties as may be reasonably assigned to you by your Head of School/RI/Service, or nominee.

General

Contract of Employment

The terms and conditions of employment on which you are employed are set out in your letter of appointment, principal statement and this section of the Technical and Related Staff handbook. These constitute you contract of employment in accordance with legal requirements.

Staff Definitions

A full member of staff is a person employed to work a normal working week of 37 hours or more. A part time member of staff is a person employed to work a normal working week of less than 37 hours.

Grievance Procedure

PROCEDURAL AGREEMENT

An agreement between the University Court of the University of Glasgow (hereafter referred to ad the University) and the Manufacturing, Science and Finance Union (hereafter referred to as MSF).

1. Preamble, Coverage and Facilities

1.1 It is the spirit of this Agreement to foster the best possible relations between the University Court in its role as employer and MSF and to this end to provide a mutually understood method of discussion, consultation and negotiation.

1.2 This Agreement shall cover all members of staff of the University in technical and technically related posts as specified below.

1.3 The University hereby recognises MFS as the sole body with which it will consult and negotiate for all technical and related members of staff. All local conditions of employment and working conditions and any proposed changes shall be covered by this machinery with the exception (other than for their interpretation and application) of matters which are negotiated centrally through the Joint Technical Committee. The University undertakes to advise all new members of staff in the categories of staff covered by this Agreement that MSF is the sole negotiating body in respect of their salaries and conditions of service.

1.4 The University and MSF accept that the provisions of the Agreement carry the obligation to arrange discussion under the machinery provided as quickly as possible with the aim of settling the issue as near as possible to the point of origin.

1.5 Reasonable facilities shall be granted for recognised representatives of MSF to discharge their responsibilities under this agreement and shall include:

(a) facilities for accredited MSF representatives to leave their place of work during normal working hours in the course of their duties within the terms of the Agreement, subject to obtaining prior permission from the Head of School/RI/Service or nominee. Such permission will not be unreasonably withheld and any case of disagreement should be referred to Human Resources. The names and Schools/RI's/Services of the accredited representatives shall be notified in writing to the Human Resources Officer and changes in representatives shall be similarly notified.

(b) accommodation where possible for MSF meetings which shall normally be held outwith working hours.

(d) time off with pay for attendance at appropriate Trade Union courses and conferences, as agreed from time to time between MSF and the University.

1.6 MSF accepts that inter-TUC affiliated union disputes shall not be the subject of industrial action at university level but shall be determined in accordance with inter-union procedures and the decisions of the TUC.

2. Procedures for Dealing with Grievances and Other Issues

2.1 Individual Issues

2.1.1 A member of staff who has a personal grievance shall normally raise it in the first instance with his/her immediate supervisor. If the matter is not settled at this level or if there are good reasons why the supervisor is not to be consulted or if the Head of School/RI/Service is the immediate supervisor then the provisions of paragraph 2.1.2 may be followed forthwith.

2.1.2 The member of staff may raise the matter personally with the Head of School/RI/Service; alternatively he/she may ask the group representative of MSF to accompany him/her to discuss the matter with the Head of School/RI/Service. If the matter is not settled at this level the provisions if paragraph 2.1.3 may be followed.

2.1.3 The member of staff should raise the issue with the MSF Branch Representative who may inform University Human Resources of the complaint. Where deemed necessary by either party Human Resources will arrange a meeting of the Head of School/RI/Service, the member of staff concerned, the Branch Representative and an officer of the University to seek to resolve the issue. Either side may ask for other witnesses to attend. This meeting shall be convened as soon as possible but in any event within 5 working days of the matter being raised with Human Resources. If the matter is not resolved at this level the Branch Representative may notify Human Resources in writing in order that the provisions of paragraph 2.4 may be followed.

2.2 Collective issues within a School/RI/Service

2.2.1 For a group of staff within one School/RI/Service a collective grievance procedure shall normally be raised in the first instance with the immediate supervisor. If the matter is not settled at this level or there are good reasons why the supervisor is not to be consulted or if the Head of School/RI/Service is the immediate supervisor then the provisions of paragraph 2.2.2 may be followed forthwith.

2.2.2 A group of staff may raise the matter with the Head of School/RI/Service. They may ask a representative of MSF to accompany them to discuss the matter with the Head of School/RI/Service. If the matter is not settled at this level the provisions of paragraph 2.2.3 may be followed.

2.2.3 The group should raise the issue with the MSF Branch Representative who may inform University Human Resources of the complaint. Where deemed necessary by either party Human Resources will arrange a meeting of the Head of School/RI/Service, a representative or representatives of the group concerned, the Branch Representative and an officer of the University to seek to resolve the issue. Either side may ask for other witnesses to attend. This meeting shall be convened as soon as possible but in any event within 10 working days of the matter being raised with Human Resources. If the matter is not resolved at this level the Branch Representative may notify Human Resources in writing in order that the provisions of paragraph 2.4 may be followed.

2.3 Collective issues involving more than one School/RI/Service

For a group of staff whose members are employed in more than one School/RI/Service a collective issue may be raised with Human Resources by the Branch representative. The matter shall be discussed by Human Resources with the Branch Representative as soon as may be arranged but within 10 working days of the matter having being raised. If the matter is not settled at this level the provisions of paragraph 2.4 may be followed.

2.4 If an issue is not settled under the preceding paragraph the issue may be raised in writing by the Branch Representative of MSF with the Joint Committee of the University Court and Technicians. A meeting of the Joint Staff Committee shall be arranged as soon as possible but in any event within 15 working days of the matter being raised in writing with Human Resources.

2.5 Joint Committee of the University Court and Technicians

There shall be a Joint Staff Committee consisting of three representatives of the University Court and three representatives of the local branch of MSF. Full-time officials of MSF and officers of the University Court may also be in attendance. The Committee will meet on request of either side under the procedures outlined above but in any event at least once per term on mutually agreed dates to be published in the University diary. If there is a failure to agree on any matter this may be referred to the Court who shall seek to resolve the issue under dispute. The MSF representatives shall be informed of the decision of the Court.

2.6 If, after the procedures outlined above have been exhausted, settlement has not been reached, the matter shall-if relating to questions of the interpretation of agreement reached at national level-proceed to (i) and (ii) below. If, however, the matter at issue falls outside the scope of such national agreements, then the University and the Union concerned will either meet within 14 days to consider the possible use of the available local conciliation machinery (e.g. the services of the Advisory Conciliation and Arbitration Services), or mutually agree to use machinery of the Central Council as set out below.

(i) The issue shall be raised by the Joint Secretaries of the Joint Technical Committee who may, at their discretion, immediately nominate a small joint sub-committee to look into the complaint or refer it to the next meeting of that Joint Committee for resolution.

(ii) In the event of failure to reach agreement under (i), the issue may be referred to a meeting of the Central Council through the Joint Secretaries.

If the Central Council is unable to resolve the issue at stage (i) or (ii) and if both parties agree - the matter be referred to independent conciliation or arbitration at national level through the officers of the Advisory Conciliation and Arbitration Services, or as otherwise mutually agreed.

2.7 None of these procedures interferes with the right of the member of staff to make direct representation to the University Court on grievances concerning him/her.

3 General Provision

3.1 Until the procedures specified in section 2 have been exhausted there shall be no strike, victimisation, lock-out or any other industrial action by either party intended to influence the decision on the matter at issue, and no alteration shall be made by the University in the conditions of employment at issue until all dispute procedures specified in this agreement have been exhausted.

3.2 The right of a member of staff to request a personal interview with the Head of School/RI/Service or other appropriate officers will in no way be limited by this Agreement.

3.3 Throughout this Agreement:

(a) the term representative shall be held to include a full-time official;

(b) the term Head of School/RI/Service shall be held to include a member of staff undertaking the duties of the Head of School/RI/Service concerned or deputising for him/her in his/her absence.

3.4 The parties to this Agreement reserve the right to terminate it by giving three months notice in writing. Amendments to the agreement may be made with the consent of both parties.

3.5 The University shall inform Heads of Schools/RI's/Services and staff of this procedure.

Holidays

The total leave entitlement for Technical and Related members of staff is 37 days, plus up to two long service days leave.

Annual Leave Entitlement

Annual leave is calculated on the basis of a leave year from 1st October to 30th September. The annual leave entitlement for a full time appointment is 23 working days, 4 other days and 10 public holidays. For part time and/or part week appointments with irregular working patterns leave entitlement is calculated pro rata to the number of hours worked in relation to the total leave entitlement. Newly appointed technicians are entitled to annual leave only after completion of their three month probationary period.

A minimum of 14 consecutive calendar days leave shall be given in the period June to September inclusive, with 1 other day of annual leave to be taken between the end of the first term and the beginning of the second term.

The leave granted at the normal holiday period will be calculated on the assumption that a member of staff will remain in service until the end of the leave year. In the year of termination of employment an adjustment is made in the calculation of the final salary payment for the balance of leave due, or for leave taken in excess of entitlement.

Leave for part year's service is calculated as 1/52 of the total leave entitlement, including Public holidays and long service leave (if appropriate), for each completed week of service, less annual cleave taken and/or Public holidays taken or scheduled during the period of service.

Leave may be taken within the leave year according to the needs of the School/RI/Service and with the agreement of the Head of School/RI/Service. Such agreement will not be unreasonably withheld and any case of disagreement may be referred to Human Resources. Leave entitlement in any year may not be carried forward to the following year except in exceptional circumstances and subject to agreement by Human Resources.

Long Service Leave

Annual leave entitlement increases to 24 days after 5 years' continuous service and to 25 days after 7 years continuous service. For the purpose of reckoning continuous service, employment with another employing institution in the university sector (without a break if service) shall be counted as continuous service.

The additional days in respect of long service leave will be granted with effect from the holiday leave year following the anniversary of 5 years service or 7 years service respectively, the holiday year being 1st October to 30th September.

Public Holidays

A Member of staff shall be entitled to 10 days' public holidays with pay. The following 10 days shall be recognised as public holidays:-

Christmas Day, Boxing Day, New Year's Day, 2nd January, Good Friday, Easter Monday, May Day Monday, Fair Monday, Friday preceding September holiday and September Monday.

Working on a Public Holiday

When the needs of the School/RI/Service require a technician to be on duty on a Public holiday, the Head of School/RI/Service may request technical and related members of staff to attend work. Payment for working on a Public holiday will be made at the following rates:-

For working 4 hours or less, a payment of 4 hours double time will be paid.
For working 4 hours or more, a payment of double time for the number of hours worked will be made.
Plus a day off in lieu in each case.

Hours of Work

Working Week and Hours of Work

Technical and Related Staff are contracted to work a 35 hour week, Monday to Friday, with an unpaid lunch break of one hour per day.

The hours of work shall be within the period 8.00am to 6.00pm as determined by the Head of School/RI/Service.

Tea Breaks

There will be a morning and afternoon break to suit the requirements of the School/RI/Service. These breaks will normally be taken at the place of work

Overtime

The normal working week must be worked completely before overtime is payable. While the practice of regular working overtime is deprecated, it is recognised that at certain times some overtime may be required. In such cases as much advanced warning as practicable will be given but it is unavoidable that some overtime may be required at short notice due to sickness and other emergencies. Overtime payments must be claimed on the appropriate form (Non-Academic Overtime Claim Form) which is available form the member of staff's School/RI/Service and must be countersigned by the Head of School/RI/Service, budget holder or authorised nominee.

Time worked in addition to the daily work which forms part of the normal working week is counted as overtime and shall be compensated by payment at the enhanced rates detailed below, or alternatively, by plain time off in lieu by arrangement:-

Monday to Saturday:Time and a Half
Sundays & Public Holidays: Double Time

When requesting an individual member of staff to work non-contractual overtime, the member of staff should be advised at the time of the normal arrangement for compensation.

Biological Services Technical Staff - Weekend Working

Biological Services Technical and Related Staff required to work during a weekend shall receive a minimum payment of four hours at plain time. Where the payment due exceeds this minimum, members of staff will be paid at the normal overtime rates (see above).

Additional Hours Worked by Part-Time Members of Staff

Additional hours worked by part-time members of staff are paid at plain rate, except where the number of hours worked exceeds the normal working week for full time staff, after which overtime rates will apply.

Leave of Absence

Compassionate Leave

In certain circumstances special leave of absence may be granted at the discretion of Human Resources, and application for such leave should be made through the Head of School/RI/Service.

Bereavement Leave

Bereavement Leave is granted at the discretion of management and is by its very nature a personal matter. A member of staff's need to respond to bereavement by taking time off work should be recognised but the granting of paid leave for doing so does not apply in all circumstances. Annual holidays and unpaid leave are both alternatives to paid leave and a combination of bereavement leave and unpaid leave or annual leave could be applicable.

The granting of paid leave will normally be restricted to the death of a member of the immediate family and the amount of leave will be determined in accordance with the factors given below.

Attending a funeral - up to one day's paid leave may be granted for attendance of a funeral where the member of staff's relationship to the deceased in one of the following - husband, wife, child, parent, parent in law, son/daughter in law, grandparent, grandchild, brother, sister.

Responsibility for funeral arrangements - When a member of staff has the primary responsibility for making the funeral arrangements, i.e dealing with the Registrar and Undertaker, contacting members of the family etc. and the members of staff's relationship is one of those listed above, up to an additional two days leave may be granted for this purpose.

Travelling - Where extensive travelling in involved in the making of funeral arramgements or in attending a funeral, consideration may also be given to granting up to one day's additional leave.

Volunteer Reserve Forces

Members of staff who are also members of the Volunteer Reserve Forces, shall be granted, in addition to the normal leave entitlement, 5 days' leave with pay for attendance at summer camps, training excersices etc. within the holiday year.

Voluntary Public Service

Members of staff should obtain the agreement of the University before undertaking voluntary public service. For such members of staff, the University shall grant, subject to operational needs, special leave with pay not exceeding 18 days in any period of 12 months for the purpose of carrying out duties such as:-

A Justice of the Peace
A member of a Local Authority
A member of any statutory tribunal etc.

Any special leave authorised for public duties may be taken in days of half days, as required, with the prior agreement of the Head of School/RI/Service or nominee for each absence of duty. Such agreement should not be unreasonably withheld.

A member of staff who is appointed Chairperson, or equivalent, of a public body and thereby attracts additional duties may be granted up to an additional 6 days' paid leave for carrying out such additional duties, incuding any magisterial duties.

Members of staff who are granted paid special leave in accordance with any of the conditions above should undertake to refund the University any attendance allowances paid specifically as travelling and subsistence expenses. If the attendance allownace is greated than a dya's pay, then unpaid leave should be given. No travelling or subsistence shall be paid by the University.

Jury Service

Members of staff who are called for jury service shall be granted special leave with pay and should follow the undernoted procedure:-

Inform their Head of School/RI/Service that they have been called for jury service and produce the appropriate paper work from the Court for inspection.

Contact the payroll section, Finance Office, at an early stage regarding the procedure to be followed in respect of making a claim for loss of earnings. No member of staff will suffer loss of earnings by attending jury service.

Maternity Pay and Leave

A copy of the University Scheme for Maternity Pay and Leave can be found at:

www.gla.ac.uk/services/humanresources/policies/h-o/leave/matleavescheme/

Entitlements under the scheme are in excess of the statutory minimum entitlements to pay and leave. However, the granting of the scheme is dependent on several conditions being met. A member of staff who becomes pregnant should contact Human Resources Service at an early date to have her entitlements established, and her Head of School/RI/Service for health and safety considerations.

Notice Periods (Termination of Employment)

A member of staff is normally required to give the University four weeks' notice of termination of appointment and is entitled to receive from the University four weeks' notice of termination, unless his/her service exceeds four years when additional notice of one week for each additional year in employment will be given up to a maximum of 12 weeks after 12 or more years' service.

Paternity Leave

Two days' paid leave shall be granted for paternity leave and these days must be taken within 4 weeks of the birth of the child/children.

Probationary Period

The first six months of employment within the University for all grades of technical and related members of staff, except trainees shall be regarded as a probationary period and, subject to the receipt of a satisfactory report from the Head of School/RI/Service, the appointment will be confirmed by Human Resources. The probationary period for trainee technicians is one year.

Protective Clothing

All members of staff who are issued with protective clothing, footwear, etc. must ensure that such protective clothing is not misused and should be worn at all appropriate times.

Retirement

Retirement and Normal Pension Date

The retirement age for male and female members of staff is 65. There is a normal common pension date of age 65 for male and female members of staff. However, all members of the Pension Scheme have an option to retire at any time between the ages of 60 and 65 with full accrued benefits and no actuarial reduction. Further details are contained in the Member's booklet.

Pre-Retirement Leave

Members of staff with 25 years' service or more are entitled to an additional 5 days' leave in the year of retirement.

In addition the Staff Development Service offer a 'Preparing for Retirement' course. Further details can be found in the Staff Development Service Training and Development Booklet.

Salary

National Agreement

Salaries are determined by national agreement between the Universities and Colleges Employer's Association (UCEA) and the recognised trade unions, including the Manufacturing, Science and Finance Union (MSF), which represents this staff group in the University.

Annual Review

The University provides for the annual review in May of the grading of Technical and Related staff posts. The Court is advised by the Technicians Committee (Annual Review) consisting members appointed by the Court.

The review is initiated by circular from Human Resources to Heads of Schools/RI's/Service, normally in February, copies being provided for the information of Technical and Related staff. Where upgrading is being sought and application form must be completed and returned by the technician before the closing date stated in the circular. Forms and guidance notes are obtainable from Human Resources. A copy of the Manual on the Job Evaluation Grading Scheme, October 1990, (Blue Book), is available, for consultation only, from your Head of School/RI/Service or nominated representative.

The Technicians Committee's recommendations are conveyed to the University Court, and confirmed to members of staff by Human Resources. Any appeal against a decision of the Technicians Committee in a matter of grading will be subject to the Annual Review Appeals Procedure.

Discretionary Points and Accelerated Increments

Applications for discretionary points and accelerated increments will be considered by the Technicians Committee (Annual Review), which evaluates the grading of posts. There is a separate mechanism for discretionary points and accelerated increments whereby the Head of School/RI/Service can submit a case to the Technicians Committee on behalf of the technician. It is not, unlike the Annual Review, a process of self application.

Separate application forms and guidance notes for discretionary points and accelerated increments are available from Human Resources and should be submitted in time for consideration by the Technicians Committee at its May meeting.

The decisions on the awarding of discretionary points or accelerated increments by the Technicians Committee is final and there is no right of appeal.

Method of Salary Payment

Salaries are paid monthly in arrears direct to the member of staff's bank or building society account by Bankers' Automated Clearing Services (BACS). Date of payment will normally be the last banking day of the month and members of staff will receive a salary advice slip showing full details.

Advances of Salary

An advance payment or payment to account shall be deducted normally in the next pay period when it represents;

i) an estimated payment for work done and the correct payment for the work done will be included in the next pay period, or
ii) n amount paid in advance of when it would normally be payable. (A payment of this type will only be agreed in exceptional circumstances)

Annual Salary Increments

Annual salary increments are normally awarded each year from the 1st of the month of the anniversary of the date of appointment to the post, except on the grounds of serious dissatisfaction regarding competence, industry or conduct in the job. Transfer to a higher grade is by the regrading of the post at Annual Review; regradings being effective from 1 October following the annual review, which becomes the new incremental date after that.

Temporary Transfer to a Higher Grade and Additional Duties

A member of staff required to carry out some, or all, of the duties and responsibilities of a higher graded post for a continuous period of at least four weeks for any reason other than annual leave, shall receive a salary in accordance with the grading of the post temporarily occupied and with the duties and responsibilities undertaken. This does not apply where the requirement to act as deputy is included in the job. If the individual is carrying out the full range of duties the salary will be the scale point on which the technician would have been placed if promoted into that grade.

National Insurance Contributions

Some married women and widows have the right to pay National Insurance contributions at a reduced rate. Those married women and widows who opted to pay reduced rate before 6th April 1977 can keep the right to pay at that rate. If, however, a woman's marriage ends by divorce or annulment she immediately loses her right to pay reduced rate contributions. A woman who experiences a change in circumstances is required by law to inform her employer who must commence making deductions at the standard (full) rate.

The right to pay contributions at reduced rate ends if:-

her marriage ends in divorce or she becomes a widow and after the first 26 weeks does not become entitled to widow's benefit;
she loses her right to widow's benefit (unless the benefit ends because she remarries);
she has no earnings on which Class 1 contributions are payable nor has she been self-employed for any two consecutive tax years from 5th April 1978 onwards.

Accordingly, members of staff are required to communicate the change in writing making the correspondence for the personal attention of the Pay and Pensions Manager, Finance Office, University if Glasgow.

Short Term Absenteeism

If it is considered that there is a marked degree of short term absenteeism in respect of any member of staff, the University reserves the right to require a medical certificate to cover single days of absence. Failure to supply medical certificates may result in loss of wages equivalent to the absence. Continued sort term absenteeism may result in disciplinary action.

Superannuation

Membership of the Non-Academic Staff Pension Scheme (NASPS) is open to all employees aged between 18 and 65. Scheme membership is voluntary. Employees contracted to work on a regular basis (the majority of the workforce) will be deemed to have joined the Scheme on the day of entry into University service or the first day of the calendar month on which their 18th birthday occurred, whichever is the later, and pension scheme deductions will be made AUTOMATICALLY. Those employees NOT wishing to join the NASPS must complete the non-acceptance of membership form. Persons between 18 and 65 employed on the basis of a casual, non-regular working pattern are also eligible to join the NASPS, however membership is NOT AUTOMATIC. If you come into this employment category, you will be given the opportunity to join the NASPS and you must confirm in writing your acceptance of Scheme membership. The Scheme is among the best in the University Sector and is designed to provide a range of benefits, including benefits for dependants and/or beneficiaries in the event of the member's death.

The Scheme is contributory at the rate of 5% of pensionable salary.

Scheme members are contracted-out of the State Earnings Related Pension Scheme (SERPS). In consequence you pay reduced National Insurance contributions and the University Pension Scheme replaces the benefits from SERPS. However, you should note that your Scheme Pension is in addition to your basic State Pension.

More details about the Scheme are contained in the members' Explanatory Guide, a copy of which will be supplied by the Superannuation Section of the Finance Office.

Trade Unions

Trade Union Recognition/Collective Agreements
The University Court recognises the Manufacturing, Science and Finance Union (MSF) as the sole body with which it will negotiate and consult on matters relating to technical and related members of staff. From time to time variations in your terms and conditions of employment will result from negotiations with MSF. These will be notified to you separately or otherwise incorporated in the documents to which you have access.

At national level, the Universities and Colleges Employers Association (UCEA), established with the support of the Universities, represents Universities in the UK in national collective bargaining for non-teaching staff. Pay and conditions of service are directly negotiated for over 48.000 non-teching staff. UCEA also deals with other matters of mutual interest to Universities as employers and to staff. The Central Council for Non-Teaching Staffs (CCNTS) provides a forum for consultation and discussing on matters of general concern to University employers and to staff. Membership of CCNTS consists of UCEA and officials drawn from the seven Trade Unions which have negotiating rights in Universities. UCEA conducts its main negotiating work through four joint negotiating committees. Technical and related members of staff are represented by the Joint Committee for Technical Staffs in Universities.

Joint Consultation
The Joint Committee of the University and Technicians meets once a term. The membership consists of equal representation from MSF and the Universality Court. The Joint Committee discusses collective and individual issues relating to the terms and conditions of employment of technical and related members of staff. It is both a consultative and negotiating Committee. Requests for changes to existing terms and conditions of employment are referred from this Committee to the Human Resources Committee. The more general views of the Committee are submitted to the Court.

Joint Union Liaison Committee (JULC)
On occasions when an issue affects all members of staff, consultations may be held with the JULC, whose membership comprises of representatives of all the campus trade unions.

Joint Unions Consultative Committee
The Joint Unions Consultative Committee is a joint management/union committee which meets once per term to discuss issues affecting the University.

The Management Side of the Committee is represented by the Principal, the Vice Principal bearing the Human Resources portfolio, the Director of Human Resources, with provision being made for senior officers to attend when matters affecting their spheres of operation are being considered. The Trade Union Side comprises the Senior Representatives of the campus trade unions with which there are Joint Committees of Court.

The remit of the Committee is:-

to be a forum of discussion about general matters affecting the University;
to consider items collectively agreed by the campus unions which are not within the purview of the individual Joint Committees; and
to consider optimum means of disseminating information to all members of staff.

UNIVERSITY of GLASGOW