MALADMINISTRATION: ASUU LASUED CRIES OUT OVER LINGERING ISSUES BEDEVILING PRODUCTIVITY, ACADEMIC WORKFORCE; THREATEN STRIKE ACTION

LAGOS STATE UNIVERSITY OF EDUCATION, LASUED chapter of the Academic Staff Union of Universities, ASUU, on Saturday, 18 Jan.played host to journalists, at their secretariat in Oto Ijanikin, Lagos.

It was crucially to make public , lingering detrimental administrative conducts of the institution’s leadership.

The union highlighted the persistent administrative maladies and decried the non implementation of the policies meant to boost the morales of the academic workforce, enhance productivity in the great citadel and create atmosphere of harmonious coexistence between management and teachers – in the interest of learning and learners.

According to the press release made available to pressmen, the purpose of the press conference was to strategically press home demands targeted at compelling the LASUED authorities to settle outstanding fees, allowances, provide infrastructure for better learning and teaching atmosphere, adhere to all agreements hitherto entered into with the union, etc.

It equally emphasised the need for prompt response by the administration to prevent further and greater industrial action , that will be counter productive for the institution’s academic mission.

The lingering issues presented are voluminous, indicating the recalcitrant posture of LASUEdD headship about doing the right thing.

The issues as itemised by the body of lecturers, apparently concerned with quality and due process, are below;

1) Harmonisation of 25% to 35%: Harmonisation with the national wage structure, particularly with an increase of 25% to 35%, will significantly improve the standard of living for members. It would also enhance morale, reduce employee turnover, and ensure that the university is able to attract and retain qualified personnel in the face of a highly competitive job market. The Governor, Mr. Babatunde Sanwo-Olu, in his benevolence, awarded an increment for workers in Lagos State. For over a year, Lagos State workers have benefited, except for the tertiary institutions. Though some pressure has now brought the commencement in this month of January, it has been implemented with shocking irregularities. A good number of staff received less than 5%, some 8%, some 10%, and so on, when the percentage increase is easy to calculate.

2) Salary: The New Minimum Wage: A very valid application on salary in Lagos State is the judgment of the Industrial Court arbitration in 2002, which emphasised that Lagos State should not pay less than any other state in Nigeria. This ruling implies that the university salary structure for Lagos State should be implemented by following this rule with consideration of the Lagos Factor. The union has records of states that have made good provisions and implementation for university staff on the new minimum wage. Lagos State, as a centre of excellence, cannot afford to stay behind.

3) 72 Months Outstanding Incremental Rate and Arrears: Our system has been deprived of the hazard and transport allowances that other tertiary institutions in Lagos State have enjoyed since 2013. Upon agitation for these allowances, the government paid one year (2019), from January to August, and later to December, with an assurance to pay the outstanding allowances from 2013. All efforts and requests since then have failed. It is worth noting that these allowances are statutory, and our colleagues from other institutions have received theirs all along. Arrears on hazard and transport remain a debt, and we must be paid. The delay has created a significant financial strain for employees, who have been deprived of earnings that are rightfully due to them. This deprivation is a violation of staff’s contractual rights and represents an unjust and prolonged denial of their entitlement. Clearing this backlog, therefore, is crucial to restore fairness and demonstrate the university’s commitment to its staff.

4) Outstanding Pension Remittance: There are inadequacies in the remittance of pension contributions, which poses a serious threat to staff’s financial security upon retirement. Pension remittance is not merely a benefit; it is a statutory obligation under the law. Non-payment of these contributions undermines staff’s trust in the institution’s command, creating uncertainty about their future retirement benefits. Immediate action is required to remit outstanding pension funds, as failure to do so can lead to legal and financial repercussions for the university. Most importantly, it deprives staff of their hard-earned savings for retirement.

5) Discrimination Against NUC-Approved Postgraduate Programmes for Staff: In this university, there is a position stating that certificates from private universities shall not be tenable *(shall not be recognised)* This is evidently a form of discrimination against academic staff involved in National Universities Commission (NUC)-approved postgraduate programmes. A blanket blacklisting of all private universities is illogical and unacademic. The NUC is the only regulatory body responsible for accrediting and overseeing academic programmes in Nigerian universities. Discriminating against staff who have participated in accredited programmes from private universities therefore , is not only wrong and detrimental to good practices but also undermines and discredits the authority of the National Universities Commission. The university must ensure that academic staff participating in these programmes are recognised and appropriately placed. Moreover, recent webometric rankings have seen private universities leading among Nigerian universities.

6 Amputation of Honoraria (SPS, DDP, etc): Payments of outstanding honoraria to staff involved in the School of Part-Time Teaching and Affiliate Degree Programmes have been fraught with financial irregularities, despite clear and defined payments per unit. These payments serve as an essential component of staff remuneration, reflecting the additional responsibilities and contributions. By reducing or cutting these honoraria, the university is diminishing the motivation and morale of academic staff. Such financial incentives play a crucial role in encouraging staff to engage in additional academic duties and support their well-being and families.

7) Amputation of Salary Bonus: Bonuses (such as December bonus) have historically been a percentage of salaries, and percentages are very simple to calculate. In addition to honourarium cuts, the university has also reduced salary bonuses using a misleadingly derived formula. Bonuses are a fundamental part of any compensation package, serving not only as an incentive for staff to perform at their best but also as a means of recognising exceptional contributions. Removing these bonuses could demotivate staff, diminish overall job satisfaction, and reduce productivity. To maintain sound staff’s morale and job satisfaction, the university must reinstate these bonuses with the exact, true percentage of staff salaries and ensure they remain a part of the total compensation package for employees.

8) Delay in Payment of Allowances for Attached Academic Programmes (T.P., ECL, SIWES, etc): Various allowances for staff, including those for teaching practice, entrepreneurship, and the Student Industrial Work Experience Scheme, have been delayed despite the fact that students made designated payments for these exercises and the honourarium for participating staff should have been captured and paid as soon as each programme concludes. These allowances are vital for staff to carry out their duties efficiently. Delays in their payment not only affect staff morale but also create significant financial hardship. Teaching practice, for example, is a critical component of the academic experience, and what is calculated for payment is a meagre amount compared to expenses made by lecturers on visits, transportation, and supervision exercises. Not paying staff on time hinders the smooth operation of these programmes. The university must prioritise the prompt payment of all allowances to ensure the smooth running of academic activities and prevent staff dissatisfaction, assuring the quality and integrity of the programmes.

9) Lopsided Admission Process: There have been concerns about an unequal or biased admission process within the university, with some faculties or departments reportedly receiving preferential treatment, leading to an unfair and inequitable system. To ensure fairness and transparency in the admission process, it is essential for the university to derive admissions through the departments, while the central admissions committee collates and standardises the procedure, maintaining clear merit-based guidelines for admissions that are adhered to across all departments.

10) DPAA: Data Processing Allowance for Academic Staff: Today, in line with modern trends, many academic activities are run online (programme schedules, lectures, tests, examinations, results, etc). The university has not provided adequate data allowances for academic staff, who spend significant portions of their salaries to engage in online academic activities, particularly when there is no network or network failure on campus. In today’s digital age, where online resources and teaching platforms are vital to academic success, ensuring that academic staff have sufficient data allowances is imperative. This allowance will enable staff to fully participate in the to modern educational landscape, improve their productivity, and deliver high-quality education to students.

11) Poor Networking Facilities: The university’s networking infrastructure is severely epileptic, making it difficult for both staff and students to access online resources and engage in essential academic activities. Poor internet connectivity not only hampers research but also affects teaching and learning. This issue must be addressed urgently to ensure that the university can offer an education that meets contemporary standards, providing staff and students with the necessary tools.

12) High-Handedness in All Matters Concerning Staff: The administration has been accused of being high-handed in its treatment of staff members, particularly in addressing their grievances and concerns. Staff members feel that their personalities are often relegated and ridiculed, and their welfare is frequently disregarded, leading to frustration and a breakdown in communication. Transparent and open dialogue between the administration and staff is necessary to rebuild trust, address grievances, and foster a more harmonious work environment. The university must demonstrate a commitment to treating staff with respect and fairness, recognising their contributions to the institution’s success and collective achievement.

13) Very Poor Welfare Package for Members: The welfare package offered to staff is severely inadequate, leaving many vulnerable to financial instability. Staff welfare includes all provisions and services that enable staff to meet their basic needs. A more robust welfare package, with improved staff well-being, will reduce stress and enhance overall job satisfaction, leading to improved productivity and engagement in academic roles.

14) Noforija-Epe and Oto-Ijanikin Relocation Allowance: Staff relocated across the two campuses have not received the relocation allowances that were promised. Relocation often comes with significant personal and financial adjustments, and without adequate support, staff face difficulty settling into their new environment. Relocation allowances should be promptly disbursed to staff to ease their transition and ensure they can perform their duties effectively without undue personal financial strain.

15)Very Poor Office Facilities Despite Accreditation: Despite undergoing accreditation, the university’s office facilities remain in poor condition, which hampers staff’s ability to work efficiently. This includes insufficient office space, outdated furniture, and a lack of essential office supplies. Inadequate office facilities can lead to staff dissatisfaction, decreased productivity, and increased stress. It is imperative that the university invests in improving office facilities to create a conducive working environment for staff, which will ultimately benefit the academic mission of the institution.

16) Vehicles for Colleges, Deans, HODs/Divisions: It is noteworthy that none of the colleges and their seven Deans, and the HODs of the 66 programmes have official vehicles. The university has failed to provide the necessary vehicles for Deans, Heads of Departments, and staff members in administrative divisions as being practiced in the world of academia . These vehicles are necessary for staff to carry out their duties, attend meetings, and oversee related tasks, especially those that require movement and travel the two campuses . The lack of transportation resources can hinder staff from performing their duties effectively and can lead to inefficiencies in university operations.

17) Very Poor Power Supply in the University: The university campuses (Noforija-Epe and Oto-Ijanikin) suffer frequent power outages and unreliable electricity supply, which disrupt academic activities. This poor power supply hampers lectures, studies, and research activities, as well as the use of digital resources, leading to a decline in academic performance. The university must invest in upgrading its power infrastructure to ensure consistent and reliable electricity for staff and students.

18) Very Poor Water Supply: In addition to power issues, the university also faces inadequate water supply, particularly on the Noforija-Epe campus. Water is required for various purposes, including sanitation, domestic utilities, teaching, and learning activities.Without a reliable water supply, the university fails to meet basic health and safety standards, subjecting staff and students to unnecessary hardship. The university must prioritise fixing its water supply system to ensure the comfort and well-being of everyone on campus.

18) Delay in Promotion 2024: Virtually all staff from legacy colleges suffered downgrading of status, yet the assigned period for promotion “*came and went”* without due procedure for a prompt promotion exercise, which ordinarily serves as recovery. While promotions for 2023 were only implemented late in 2024, staff promotions for 2024 have not only been delayed but have yet to commence, leaving many employees uncertain about their career progression and future within this institution. Promotion is a vital aspect of career development and serves as an important motivation for staff to perform at their best. A clear and transparent promotion policy with set timelines should be communicated to staff on time ,to ensure that they are aware of the criteria and expectations for promotion. Delays can lead to frustration, diminish morale, and decrease productivity.

19) Non-compliance with the University Academic Brief: Non-compliance with the university’s academic brief refers to the failure to adhere to the goals, policies, and objectives set out for the institution’s academic programmes, particularly regarding the constitution of committees and their representatives according to the academic brief. This can result in a lack of direction, inconsistencies in academic quality, parochialism, and misalignment between the university’s strategic vision and its day-to-day operations. The university must ensure strict compliance with its academic brief, guaranteeing that academic programmes are continually evaluated, developed, and aligned with national and international standards.

20) Irregular and Inequitable Imprest Regimes: Imprest to units, departments, colleges, and divisions in the institution needs thorough review and justification.

Conclusion:

The above issues raised by ASUU-LASUED highlight critical challenges in the university system that need immediate attention. Addressing these concerns will help restore trust between the university administration and staff, improve morale, and create a more productive academic environment. By prioritising the implementation of fair compensation, appropriate infrastructure, and adherence to academic standards, the university can secure a positive future for both staff and students, ensuring that it remains a respected institution of higher learning. Failure to resolve these issues promptly could lead to further industrial actions, damage the institution’s reputation, and undermine its academic mission.