The Bible Institute of South Africa NPC is registered with the Department of Higher Education and Training until 31 December 2022 as a private higher education institution under the Act. Registration certificate No. 2018/HE08/002
BISA Library Policy
Bible Institute of South Africa Library Usage Policy
1. Opening times
Library hours during term time are: Monday to Fridays 8:00 to 21:30 Saturdays 9:00 to 17:00 During recess (student’s college holidays) the Library hours will be: Monday to Friday 9:00 to 16:00 Sundays/ Public holidays / College closures: the Library will be closed.
2. Items for loan
General collection items may be loaned out Journals are not for loan out. Reference collection items are not for loan out. Reserve shelf items may be reserved for 2 hour intervals only and may not be removed from the Library.
3. Lending privileges
no. of items Duration Faculty members (full/ part-time) 15 items allowed per course/ per semester Undergraduate students 4 items (general collection) 7 days BISA Distance students: 4 items (general collection) 7 days BISA past students For In-Library use only; Apply to Librarian for access Pastors/Christian workers: For In-Library use only; Apply to Librarian for access Note that the online EBSCO lending facility applies to all library users. Apply to Librarian for access. Book loans made during the mid-year recess /end of year holidays apply only to those students remaining in RSA. Items are to be returned the first day of the term.
4. Use of items in the library
General collection No checking out needed if used in the library Reference collection No checking out needed if used in the library Journals No checking out needed if used in the library Reserve shelf must be checked out for two hours when used in the library
Fines will be levied per item per day (or any part thereof) on all overdue books & Journals at a rate of R2.00 per item from the general collection. If a borrower has two or more overdue items or outstanding fines, lending privileges will be suspended until full payment is made. Continuous infringements of library policies will lead to the borrower’s lending privileges being suspended and a report will be submitted to faculty for disciplinary action. No student will be permitted to graduate with outstanding library items, fines or overdue BISA accounts.
6. Photocopying and printing
Each student is given a photocopy number which automatically records the number of copies made at 40 cents per single side / 80 cents per two- sided page (price as on February 2018). The usage is automatically logged and is debited monthly to the student’s BISA account. Printing is a privilege, not a right; please plan your assignment printing in advance. If the copier is temporarily unavailable (as in servicing etc.) BISA is not obligated to print student documents.
7. Lost or damaged books
The user is liable for a deposit of R 50 per item, refundable if the book is found and returned in good condition (less any fine). The user is to pay the replacement cost of an item when invoiced by the Librarian. Loan privileges will be suspended until complete settlement of the invoice. Damaged items remain the property of the library.
8. Renewal of library items
BISA Students may renew an item two times but if the item is requested out by another student, it must be returned without renewal.
9. Visitors Non- BISA users are not permitted to use the Library after 16:00 or on Saturdays without prior arrangement with the Head Librarian.
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Image by Tim Mossholder
Sexual Harassment Policy
This policy is relevant to the Bible Institute of South Africa (BISA)
Date Issued: 30 September 2018
Date Effective: 01 October 2018
PURPOSE: The purpose of this policy is: · To encourage employees/students to communicate any form of harassment including sexual, racial and any other form of harassment to management without fear of harassment, victimization or abuse; · To ensure the resolution of such harassment as quickly and as closely to their origin as possible; · To provide appropriate procedures to deal with sexual harassment on campus and to prevent its recurrence.
1. DEFINITION OF SEXUAL HARASSMENT 1.1 Sexual harassment is the unwanted conduct of a sexual nature which has been experienced by an employee or student, arising directly out of the work situation. The unwanted nature of sexual harassment distinguishes it from behaviour that is welcome and mutual. Sexual harassment violates the rights of an employee/student and constitutes a barrier to equity in the workplace. 1.2 Sexual attention becomes sexual harassment if: (i) the unwanted behaviour is persisted in, although a single incident of harassment can constitute sexual harassment; and/or (ii) the recipient has made it clear that the behaviour is considered offensive; and/or (iii) the perpetrator should have known that the behaviour would be regarded as unacceptable 2. FORMS OF SEXUAL HARASSMENT Sexual harassment may include unwelcome physical, verbal or non-verbal conduct, and is not limited to the examples listed below: 2.1 Physical conduct of a sexual nature includes all unwanted physical contact, ranging from touching to sexual assault and rape, and includes a strip search by or in the presence of the opposite sex; 2.2 Verbal forms of sexual harassment include unwelcome innuendos, suggestions or hints, sexual advances, comments with sexual overtones, persistent rude or sex-related jokes or insults or unwelcome graphic comments about a person’s body made in their presence or directed toward them, unwelcome and inappropriate inquiries about a person’s sex life, unwelcome requests for dates and unwelcome whistling directed at a person or group of persons; sending sexually explicit text by electronic means or otherwise; showing pornographic material, writing letters or making telephone calls of an unwanted sexual nature. 2.3 Non-verbal forms of sexual harassment include unwelcome gestures, persistent and unwelcome winking and flirting, sexual advances, indecent exposure, and the unwelcome display of sexually explicit pictures and objects. 2.4 Quid pro quo harassment occurs where a lecturer, manager or co-employee undertakes or attempts to influence the process of employment, promotion, training, discipline, dismissal, salary increment or other benefit, in exchange for sexual favours. 2.5 Sexual favouritism exists where a person who is in a position of authority rewards only those who respond to his/her sexual advances, whilst others who do not submit themselves to any sexual advances are denied promotions, merit ratings, grades or salary increases. 3. POLICY STATEMENT 3.1 All employees, students, job applicants and other persons who have dealings with the college have the right to be treated with dignity. 3.2 Harassment of any kind on campus will not be permitted or condoned. 3.3 Persons who have been subjected to sexual harassment have a right to raise a grievance, in accordance with BISA’s Grievance Procedure, and appropriate action will be taken by the college. 3.4 College management has a positive duty to implement the policy and take disciplinary action in accordance with its Disciplinary Procedures against those who do not comply with the policy, if such conduct has come to their notice. 3.5 Allegations will be dealt with seriously, expeditiously and sensitively. 3.6 No employee/student shall be victimized or prejudiced for proceeding in good faith with a claim of sexual harassment in accordance with this procedure. However, an employee/student who makes false accusations in terms of this procedure will be subjected to disciplinary action. 3.7 An employee or person who has been harassed, has the right to press separate criminal and or civil charges against an alleged perpetrator, and the legal rights of the victim are in no way limited by this policy. 3.8 Serious incidents of sexual harassment or continued harassment after warnings are dismissible offences. 4. PROCEDURES 4.1 Advice and Assistance 4.1.1 The person who complains about sexual harassment should indicate clearly and immediately to the perpetrator that he/she does not approve of what is being said, done or suggested. 4.1.2 Due to the sensitivity of this issue, the complainant should contact the Dean of Students or any member of College Management, with whom they feel comfortable, for confidential advice. If the person approached does not know how to deal with the matter, he/she should ask for assistance from the Principal. 4.1.3 The employee has two options to resolve a problem relating to sexual harassment: one option is to deal with the matter informally; the other is to refer the matter into the formal grievance process; 4.1.4 An investigation into the complaint shall be initiated within two (2) days of the complaint officially being lodged. Management shall deal with the matter sensitively and confidentially as far as is practical and take steps to prevent any victimization of the complainant. 4.1.5 The concerned employee/student may request or be advised to attend counselling. It may also be advisable to move, transfer or suspend the perpetrator, to reduce tension and unpleasantness. 4.1.6 Where a complainant’s existing sick leave entitlement has been exhausted, the College may give due consideration to the granting of additional sick leave in cases of serious sexual harassment, where the complainant on medical advice requires trauma counselling. 4.2 Informal procedure 4.2.1 The employee/student who has experienced or has been subjected to any form of sexual harassment and who chooses not to deal with the situation on a personal level, may refer the matter to a member of College Management for assistance on an informal basis. 4.2.2 He/she may also opt to refer the matter to College Management via a family member, co-employee, counsellor or friend. 4.2.3 Where this occurs, college management shall adopt the role of counsellor and/or mediator and will have five (5) working days to obtain a resolution or undertaking, which is acceptable to the aggrieved party. Should such process not have been concluded to the satisfaction of the complainant within the five-day period, he/she may elect to refer the matter via the formal grievance process. The employer retains the right to ensure that an adequate and relevant disciplinary process is followed regarding the harasser. 4.2.4 Any agreement or resolution obtained via the Informal Procedure will be sensitively managed and will be reduced to writing. Such resolution shall be placed on the personal file of the harasser indeterminately and the aggrieved party shall also receive a copy. 3 4.3 Formal procedure 4.3.1 In the event of the informal process failing to resolve the issue or where the aggrieved party so elects, the Formal Grievance procedure may be applied to assist the complainant in the resolution of the dispute. 4.3.2 During the Grievance process, an agreement, which is acceptable to the aggrieved employee, may be reached; where this occurs, such agreements shall be reduced to writing and a copy placed on the personal file of the harasser indeterminately and the aggrieved employee shall also receive a copy. 4.3.3 In the absence of any resolution during the Grievance process and where the aggrieved party has, prima facie, established a case of sexual harassment, the counsellor will invoke the Disciplinary procedure. 4.3.4 A proper disciplinary hearing will be instituted where the chairperson will be an independent party, of a designation more senior than the alleged harasser. 4.3.5 No disciplinary action will be imposed before a proper investigation into the facts has been made and before the person concerned has had an opportunity to state his/her case. Care will be taken during any investigation of a grievance of sexual harassment, that the aggrieved person is not disadvantaged and that the position of the other parties is not prejudiced if the grievance is found unwarranted. 4.3.6 In relation to sexual harassment, serious incidents and/or continued harassment after warnings, are dismissible offences. 4.3.7 The Chairperson should not only consider mitigation and aggravating circumstances, but also the question of Rehabilitation, Prevention and Deterrence, and should consider the interests of the College, other employees/students and the complainant himself/herself. 5. RESPONSIBILITY 5.1 It is the responsibility of BISA employees/students to ensure that they do not indulge in behaviour that could be classed as sexual harassment. Employees/students are expected to conduct themselves with dignity and respect. 5.2 All managers are responsible to ensure that those in their departments are aware of this policy and to ensure immediate action is taken when such a matter is reported. 5.3 It is also the responsibility of employees/students who feel that they have been sexually harassed to bring this to the immediate attention of college management. 5.4 Given the nature of sexual harassment, BISA recognizes that false accusations can have a serious effect on innocent individuals. Employees/students are therefore encouraged to raise any questions they may have about sexual harassment with college management. 6. CONFIDENTIALITY 6.1 Those investigating grievances about sexual harassment must ensure that it is done in a manner that ensures that the identities of the persons involved are kept confidential. 4 6.2 Only appropriate managers as well as the aggrieved person, representative, alleged perpetrator, witnesses and interpreter if required, must be present in the disciplinary hearing. 6.3 The College is required to disclose to either party or to their representatives, such information as may be reasonably necessary to enable the parties to prepare for any proceedings. 7. GENERAL 7.1 Any employee or student found by impartial investigation to have harassed another party will be subject to appropriate disciplinary procedures, which may lead to termination of employment or expulsion. 7.2 A non-employee who subjects an employee/student to sexual harassment on campus will be informed of the college’s Sexual Harassment Policy. Other action, deemed appropriate, may be taken, for example informing the perpetrator’s employer about the problem behaviour. 7.3 Sexual Harassment may arise through misunderstanding between individuals. Any person experiencing harassment or any unwelcome behaviour is advised to deal with the matter immediately, by making the perpetrator aware that the behaviour is unwelcome. 7.4 Sexual Harassment does not refer to behaviour that is acceptable to the recipient. 7.5 This policy applies equally to sexual harassment by a person of the opposite sex to the victim and by a person of the same sex as the victim.
Written by Geoff Jacobs (BISA Board Member)
BISA Internet Policy
Scope of this Policy:
The Bible institute of South Africa (BISA) is a tertiary training and research centre for theological studies and recognises the need for internet accessibility for all staff and students. This Internet Usage Policy covers the provision, availability, security and use of all information via Internet, email and website traffic at the Bible Institute of South Africa. The term Internet Usage implies any streaming and downloads or uploads of visual and audio material including software, via all PCs, notebooks, netbooks, tablets, smartphones and storage devices, whether or not owned by the Bible institute of South Africa, using bandwidth supplied by BISA. Provision of internet facilities Internet access is available on campus to all faculty, non-teaching staff, students (full or part time) and BISA residents. Internet usage is not afforded to friends or family who are visiting the campus. ADSL service is used in the main campus building and redistributed via wireless network to the adjoining residences. Availability of Internet facilities Internet usage is available throughout the year, 24 hrs per day, subject to network coverage and availability from suppliers.
Fair usage policy:
The supplied internet facility is shared between all users. It is the responsibility of the individual user to respect other network users by keeping within the parameters of reasonable usage. Each student is issued a voucher that allows them to use the internet up to a pre-set value of gigabytes per month. Restrictions on internet facilities The Bible Institute of South Africa Internet usage is provided to facilitate activities related directly to the Bible Institute business, study & research. Personal use, subject to approval, should only be used on a limited scale for browsing and communication activities. In terms of this policy, when using Bible Institute facilities the following acts are prohibited in usage of the internet: The creation/viewing and downloading of non-work related data is prohibited during working hours. Limited non-working hour use will be allowed but must be approved by the Administrator. The creation, transmission or viewing of any offensive, obscene or indecent images, data or other materials, such as pornography and similar data; The creation or transmission or defamatory materials; The copying or transmission of data in violation of intellectual property rights of individuals or companies; Access to sites that contain illegal, racially or sexually harassing messages or discriminatory material; Access to any site that contains offensive material and which is contrary to public policy; Downloading of large files, which are not related to work, e.g. video, music, sermon files; The use of any shareware downloaded from the Internet without permission from the Administrator; The viewing of any Internet site, which is not directly related to the requirements of an employee’s job. Individuals may not: Allow another person to use their own user ID/token and/or password on any electronic device on campus; Leave their user accounts logged in at an unattended and unlocked computer; Use someone else’s user ID and/or password to access the Bible Institutes IT systems; Leave their password unprotected (for example writing it down, unsecured); Perform any unauthorised changes to the Bible Institutes IT systems or information; Attempt to access data that they are not authorised to use or access; Exceed the limits of their authorisation to interrogate the System and/or data; Connect a non-BISA-authorised device to any network or IT system; Store BISA data on any non- BISA-authorised device or storage system; Give or transfer BISA data and/or software to any person or organisation outside BISA without the authority of BISA. Line managers must ensure that individuals are given clear direction on the extent and limits of their authority with regard to IT systems and data. Internet and email Conditions of Use Use of BISA internet and email is intended for business use. Personal use is permitted where such use does not affect the individual’s business performance, is not detrimental to BISA in any way, not in breach of any term or condition of employment and does not place the individual or BISA in breach of statutory or other legal obligations. All individuals are accountable for their actions on the internet and email systems. Individuals must not: Use the internet or email for the purposes of harassment or abuse; Use profanity, obscenities, or derogatory remarks in communications; Access, download, send or receive any data (including images), which BISA considers offensive in any way, including sexually explicit, discriminatory, defamatory or libellous material; Use the internet or email to make personal gain and/or conduct a personal business; Use the internet or email for betting, gambling or gaming purposes; Use the email systems in a way that could affect its reliability or effectiveness, for example distributing chain letters or spam; Use the Internet or email to alter any information, or express any opinion about BISA, unless specifically authorised to do so; Make official commitments via the internet or email on behalf of BISA unless authorised to do so; Send, without authorisation, any unprotected sensitive or confidential information externally; Forward BISA mail to personal email accounts (for example Hotmail/ Gmail/ yahoo accounts); Download copyrighted material such as media (MP3/MP4/WAV etc.) files, film and video files and related products without appropriate approval; In any way infringe any copyright, database rights, trademarks or other intellectual property; Download any software from the internet without prior approval of the IT Department; Connect BISA devices to the internet using non-standard connections. Clear Desk and Clear Screen Policy In order to reduce the risk of unauthorised access or loss of information, BISA enforces a clear desk and screen policy as follows: Personal or confidential business information must be protected using security features provided; Computers must be logged off, locked or protected with a screen locking mechanism controlled by a password when unattended; Confidential or sensitive material may not be sent to unattended printers or photocopiers; All business-related printed matter must be disposed of using confidential waste bins or shredders. Working Off-site It is accepted that laptops and mobile devices will be taken off-site. The following controls must be applied: Any work done away from the office must be in line with BISA remote working policy; Equipment and media taken off-site must not be left unattended in public places and when left in a car, must be locked in the boot; Laptops must be carried as hand luggage when travelling; Information should be protected against loss or compromise when working remotely (for example at home or in public places) viz; Laptop encryption must be used; Particular care should be taken with the use of mobile devices such as laptops, mobile phones, smartphones and tablets. They must be protected by a locking device, password or PIN and, where possible, encryption. Mobile Storage Devices Mobile devices such as memory sticks, CDs, DVDs and removable hard drives must be used only in situations when network connectivity is unavailable or there is no other secure method of transferring data. Only BISA authorised mobile storage devices with encryption enabled must be used, when transferring sensitive or confidential data. Software Employees must use only BISA-authorised software on computers. Authorised software must be used in accordance with the software supplier’s licensing agreements. All software on BISA computers must be approved and installed by the BISA IT department. Individuals must not: Store downloaded personal files such as music, video, photographs or games on BISA electronic equipment. Viruses BISA has implemented centralised, automated virus detection and virus software updates. All PCs have antivirus software installed to detect and remove any virus automatically. Individuals must not: Remove or disable anti-virus software. Attempt to remove virus-infected files or clean up an infection, other than by the use of approved BISA anti-virus software and procedures. Actions upon Termination of Contract All BISA equipment and data, for example laptops and mobile devices including telephones, smartphones, USB memory devices and CDs/DVDs, must be returned to BISA at termination of contract. All BISA data or intellectual property developed or gained during the period of employment remains the property of BISA and must not be retained beyond termination or reused for any other purpose. Monitoring and Filtering All data that is created and stored on BISA computers is the property of BISA and there is no official provision for individual data privacy, however wherever possible BISA will avoid opening personal emails. IT system logging will take place where appropriate, and investigations will be commenced where reasonable suspicion exists of a breach of this or any other policy. BISA has the right (under certain conditions) to monitor activity on its systems, including internet and email use, in order to ensure systems security and effective operation, and to protect against misuse. Any monitoring will be carried out in accordance with audited, controlled internal processes, Viz, the SA Data Protection Act, the Regulation of Investigatory Powers Act 2000 and the Telecommunications (Lawful Business Practice Interception of Communications) Regulations 2000. This policy must be read in conjunction with: Computer Misuse Act 1990 Data Protection Act 1998 It is the staff and students responsibility to report suspected breaches of security policy without delay to the BISA Principal and/or Administrator. All breaches of information security policies will be investigated. Where investigations reveal misconduct, disciplinary action may follow in line with BISA disciplinary procedures.
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