6A provided that a Local Teacher shall: a) be employed on contract terms not exceeding the two [2] years per contract which may be renewed for one [1] year by the Commission if his qualifications are without education. b) not be admitted into permanent and pensionable establishment during the duration of the contract save for a teacher whose qualifications have education. c) be entitled to remuneration according to the requirements of the post on which he is employed. d) be entitled to a bonus equivalent to two [2] months salary at the end of the two-year contract. e) in the event the contract is not renewed for one year, be entitled to a bonus equivalent to one month at the end of the contract. f) in the event he commits an act constituting a breach of contract or gross misconduct, forfeit all terminal benefits due. g) in the event of his death, be entitled to be paid a pro rata bonus of the bonus referred to in sub-paragraph [d]. 

A close read of the above, juxtaposed with what is obtaining on the ground now, boils the blood of any teacher. It is an open secret that the opposite of what is provided here happens in schools, as perpetrated by the MoET. I am certain that most educators do share similar sentiments with me that educators in fixed term contracts are the most helpless ones in terms of exploitation by the employer and their supervisors. One thing that boggles the mind of any troubled educator is: how on Earth does it happen that the MoET casualise a full-time job such as teaching? THE SNAT ANGLE ON SUNDAY Mcolisi Motsa, SNAT EDITOR 3 3 DECEMBER 06, 2020 Any endeavour to demand for a crystal-clear statistic of teachers in the service would draw blank considering the laissez-faire attitude of the TSC. 

For the umpteenth time, the TSC has escaped unscathed on the provisions of section 22 of the Teaching Service Act No.001/1982 and Section 184 of the National Constitution No.001/2005 whereto the Commission is required by Law to provide a report of its activities for that financial year. In a typical situation, it is this Report that would come in handy in ascertaining the total number of qualified teachers engaged in fixed term contracts in secondary schools.

 I seldom ask myself as to how is it that we have personnel employed at the TSC that fails to nip in the bud the casualisation of the teaching profession? Is it normal for a qualified educator to enter into a contract of employment for ten [10] years with zero contribution for his pension? Is it regular for a workaholic educator that has forty-five [45] periods [average] with a high teacher-pupil ratio of fifty-five [55] learners, working for twelve [12] years for the same employer and not notching? Is it a normal situation that we have thousands of these teachers nowhere near the skewed career pathing in our sector: entitled to promotion, fringe benefits, leave as well as vulnerable to unfair termination of their services? 

How is all this seen as standard by the MoET? Judy Fudge and Deirdre McCann, in their book, ‘Unacceptable forms of work: A global and comparative study,’ posit that in