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REGULATIONS GOVERNING THE CONDITIONS OF SERVICE OF JUNIOR STAFF

TARABA STATE UNIVERSITY, JALINGO, NIGERIA

AS APPROVED BY THE GOVERNING COUNCIL

YEAR 2020

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TABLE OF CONTENTS

SECTIONS PAGE

Cover page - - - - - - - - - - - - - - i

Table of content - - - - - - - - - - - - - ii-vi

SECTION 1: CITATION AND COMMENCEMENT

1. Citation - - - - - - - - - - - - - 1

2. Commencement - - - - - - - - - - - - 1

3. Application - - - - - - - - - - - - - 1

4. Interpretation - - - - - - - - - - - - 1

5. Definitions - - - - - - - - - - - - 1

SECTION 2: APPOINTMENTS

1. Citation - - - - - - - - - - - - - - 4

2. Appointment of Daily- Rated Staff - - - - - - - 4

3. Appointment of Temporary Staff - - - - - - - - - - 4

4. Appointment of Established Staff - - - - - - - - - 5

5. Validity of Appointment - - - - - - - - - 6

6. Evidence of Age - - - - - - - - - - - 6

7. Medical Examination - - - - - - - - - 6

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8. Disabilities for Appointment - - - - - - - - - 6

9. Probation - - - - - - - - - - - - - - 7

10. Designation and Posting - - - - - - - - - - 7

11. Acting Appointment - - - - - - - - - - - - 8

12. Cessation of Appointment - - - - - - - - - 8

13. Retirement - - - - - - - - - - - - - 9

14. Redundancy - - - - - - - - - - - - 10

SECTION 3: REVIEWS, APPRAISALS AND PROMOTIONS

1. Annual Review and Appraisals - - - - - - - - - 10

2. Promotion Procedure ---- --- --- --- - - - - - - - - 11

3. Criteria for Appraisals and Promotion --- --- --- --- --- - - - - 11

4. Ordinary and Accelerated Promotions --- --- --- --- --- - - - - 12

5. Review of Salaries and Re-Grading --- --- --- --- --- - - - - 12

6. Entry on Scale --- --- --- --- --- --- --- --- - - - - - 13

7. Appeals --- --- --- --- --- --- --- - - - - - 13

8. Effective Date of Promotion --- --- --- --- --- --- - - - - 14

9. Withdrawal of Promotion --- --- --- --- --- --- - - - - - 14

10. Annual Increment --- --- --- --- --- --- --- - -- - - - 14

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SECTION 4: LEAVE --- --- --- --- -- --- --- - - - - - 14

1. Annual Leave --- --- --- --- --- --- --- --- - - - - - 14

2. Conditions of Annual Leave --- --- --- --- --- --- - - - - - 15

3. Annual Leave Allowance --- --- --- --- --- --- --- - - - - 16

4. Special Leave --- --- --- --- --- --- -- --- - - - - - 16

5. Leave of Absence without pay --- --- --- --- --- --- - - - - 17

6. Leave of Absence from duty post --- --- --- --- --- - - - - 17

7. Maternity Leave --- --- --- --- --- --- --- --- - - - - 17

8. Sick Leave and Invalidation --- --- --- --- --- --- - - - -- - 18

9. Terminal Leave --- --- --- --- --- --- --- --- - - - - - 18

10. Study Fellowship Leave --- --- --- --- --- --- --- - - - - 19

SECTION 5: LOANS AND ADVANCES --- --- --- --- --- - - - - 21

1. General --- --- --- --- --- --- --- --- - - - - - 21

2. Salary advance --- --- --- --- --- --- --- --- - - - - - 22

3. Touring Advance --- --- --- --- --- --- --- --- - - - - 22

4. Loans --- --- --- --- --- --- --- --- --- - - - - 23

SECTION 6: ALLOWANCES AND OTHER BENEFITS --- --- - - - - 23

1. General --- --- --- --- --- --- --- --- - - - - - 23

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2. General Allowances --- --- --- --- --- --- --- - - - - - 23

3. Uniforms and Protective Clothing --- --- --- --- --- - - - - - 24

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SECTION 7: DISCIPLINE --- --- --- --- --- --- --- - - - - 25

1. Responsibility for Discipline --- --- --- --- --- --- - - - - - 25

2. Disciplinary Procedure --- --- --- --- --- --- --- - - - - -26

SECTION 8: MEDICAL ATTENTION --- --- --- --- - - - - 26

SECTION 9: ACCOMODATION --- --- --- --- --- - - - - 28

1. Housing Accommodation --- --- --- --- --- --- --- - - - - 28

2. Rent --- --- --- --- --- --- --- --- --- - - - - - 28

3. Tenancy Agreement --- --- --- --- --- ---- --- - - - - 28

4. Vacation of Official Quarters --- --- --- --- --- --- - - - - 29

SECTION 10: PENSIONS AND GRATUITIES ---- --- --- --- - - - - 29

1. General --- --- --- --- --- --- --- --- --- - - - - - 29

2. Conditions Under which Pensions and Gratuities are payable --- --- - - - - 29

3. Death Benefits --- --- --- --- --- --- --- --- - - - - - 30

4. Pension/Gratuity where Staff Member is killed in course of duty --- - - - - 31

5. Five Years Pension Guarantee after Retirement --- --- --- --- - - - - 32

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6. Payment of Benefit to Next of kin of Staff Member Reported Missing --- - - - 32

7. Continuous University Service ---- --- --- --- --- --- - - - - 32

8. Abolition of Office --- --- --- --- --- --- --- - - - - - 32

9. Transfer Values --- --- --- --- --- --- --- --- - - - - - 33

10. Awards not Assignable or Transferable --- --- --- --- --- - - - - 33

11. Leave Without Pay --- --- --- --- --- --- --- - - - - 33

12. Temporary Appointment Immediately Followed by Perm. Appointment. - - - - 33

13. War service --- --- --- --- --- --- --- --- - - - - 34

14. Notice of Retirement --- --- --- --- --- --- --- - - - - - 34

15. Vesting Pension --- --- --- --- --- --- --- --- -- - - - 34

SECTION 11: MISCELLANEOUS PROVISIONS --- --- --- -- - - - 34

SECTION 12: CODE OF CONDUCT --- --- --- --- --- -- - - -

SECTION 1

1. CITATION AND COMMENCEMENT ‘These Regulations shall be cited as the Regulations Governing the Conditions

of Service for Junior Staff of Taraba State University’

2. Commencement: “These Regulations shall be deemed to have come into force on the 21st day of October, 2018’.

3. Application: These Regulations shall be applicable to all categories of staff of Taraba State University Jalingo, on

CONTISS 5 and below.

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4. Interpretation: The Registrar is empowered to interpret these Regulations. Where the person affected is dissatisfied with

such interpretations, he/she shall have a right of appeal. However, where there is any inconsistency with the provisions of

the University Laws and Statutes, the Laws and Statutes shall supersede the provisions of these Regulations to the extent

of its inconsistency.

5. Definitions: In the Regulations, unless the context otherwise requires, the following expressions shall have the meaning

indicated:

a. ‘Busar’ means the Bursar of the Taraba State University Jalingo.

b. ‘Child’ means a biological child, a step child, or legally adopted or mandated child of a member of staff who is below

the age of 18 years or if above, in full time attendance of an educational Institution, is not in gainful employment, is

unmarried and is wholly dependent on the member of staff.

c. ‘Committee’ means the Appointments and Promotions Committee (Junior Staff) set up by the Vice-Chancellor for the

Staff of Taraba State University Jalingo on CONTISS 5 and below.

d. ‘Council’ means the Council of The Taraba State University Jalingo.

e. ‘Daily Rated Staff’ means an employee whose emoluments are calculated on the number of days actually worked.

f. ‘Department’ means any teaching, research, service or administrative unit, or any school, institute or unit recognized

as a Department by the Council.

g. ‘Director of Health’ means the Director of Health Taraba State University Jalingo.

h. ‘Established Staff’ means a member of Staff appointed to a post temporarily. It excludes daily rated staff.

i. ‘Head of Department’ means a person appointed by the Vice-Chancellor, acting on behalf of Council, as Head of

Department, or a person who by virtue of his office is designated by Council as Head of Department, or any other

person duly appointed to act in the absence of the substantive Head of Department.

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j. ‘Inefficiency’ shall mean a series of acts or omission, incompetence, or misbehavior which by themselves are not

serious enough to merit proceedings for misconduct, but of which the cumulative effect shows that an employee is not

capable of discharging efficiently the duties of the office which he holds.

k. ‘Married woman’ means a female member of staff who has contracted a marriage in accordance with Marriage Act,

customary Law, Islamic Law , or the Law of the place where the marriage was contracted; but the term shall not

include a widow or a woman divorced or legally separated from her Husband.

l. ‘Medical Practitioner’ shall have the meaning assigned to it by the Laws of the Federal Republic of Nigeria’.

m. ‘Member of staff’ means an employee of the Taraba State University Jalingo.

n. ‘Misconduct’ means any act prejudicial to the good discipline and proper administration of the University, without any

prejudice to the definition the term shall include: corruption, moral turpitude, dishonesty, false claims against the

University, Insolence, Insubordination, negligence, of duty, fraud, falsification of accounts or records, conviction on a

criminal offence, absence from duty without lawful excuse and the commission of all other acts which are inconsistent

with the proper performance of the duties for which the member of staff was employed.

o. ‘Registrar’ means the Registrar of the Taraba State University Jalingo.

p. Registered Domicile’ means the place which, on appointment, the member of staff had declared to be his home or

permanent place of residence.

q. Seasonal Employee’ means a daily rated employee engaged for a specified period (one year) in connection with

seasonal work (e.g crop harvesting).

r. ‘Session’ or ‘Academic Year’ means a period of 12 Months which on the 1st of October and ends 30

th September of

the following year.

s. ‘Temporary Staff’ means a member of staff appointed to a post temporarily. It excludes daily rated staff.

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t. ‘Tribunal’ means investigation panels established by the Committee which must where applicable include the Legal

Officer of the ‘University.

u. ‘University’ means the Taraba State University Jalingo.

v. ‘Vice-Chancellor’ means the Vice-Chancellor of Taraba State University.

w. ‘Wife’ means a woman married to a male member of staff in accordance with marriage contracted under the Act,

Customary Law, Islamic Law or the Law of the place where the marriage was contracted.

SECTION 2: APPOINTMENTS

1. Eligibility: To be eligible for appointment to the service of the University, an applicant must:

a. Not be less than 18 years of age.

b. Possess a minimum qualification of First School Leaving Certificate (FSLC) or such other qualifications as may be

specified from time to time.

c. Be certified as sound in health and medically fit for service by the Director of the University Health Services, or by a

Medical Officer approved by or acceptable to him/her

d. Possesses a testimonial of good conduct from his/her last employee or if not previously employed, from the last school or

college he/she attended.

2. Appointment of Daily-Rated Staff:

Appointment of daily-rated staff can be made by the Registrar at the request of the Head of Department with prior

approval of the Vice -Chancellor. Appointment of daily-rated staff shall not normally exceed three months in the first

instance.

3. Appointment of Temporary Staff

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a. A temporary appointment to an established post shall be made by the Registrar at the request of the Head of Department in

which the appointment is made, on the prior approval of the Vice-Chancellor.

b. A temporary appointment shall be for a period not exceeding 12 months.

c. At the end of 12 months period, a temporary appointment shall be deemed to have been terminated unless re-appointment

is offered and accepted.

d. No temporary employee shall normally be appointed to the permanent establishment unless the post has been advertised

and such an employee has been interviewed along with other candidates.

4. Appointment of Established Staff:

a. All vacancies in the permanent establishment shall normally be advertised except where such vacancies are filled by

promotion or inter-departmental transfer. All applications for vacant posts shall normally be passed to the Head of

Department concerned who shall prepare a short list of the applicants and return same to the Registrar with a request that

those short listed be invited for interview.

b. There shall be Interview and Selection Panel which consist of:

i. The Head of Department who shall be the Chairman.

ii. A Representative of the Registrar.

iii. One or more other persons nominated by the Head of Department in consultation with the Registrar.

iv. The Bursar of the University or his/her Representative.

v. The Establishment Division of the Registry shall appoint the Secretary.

c. The Interview and Selection Panel shall interview and where possible, assess candidates shortlisted by the Head of

Department and shall make its recommendations to the Committee for approval. Where the need to fill the vacant post is

urgent, the Registrar in consultation with the Vice Chancellor, may authorize the appointment.

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5. Validity of Appointment

An offer of appointment, whether tenure or temporary, shall be in writing by the Registrar or his/her nominee, on behalf of

Council, and shall not be valid until it has been accepted in writing by the appointee.

6. Evidence of age

On first appointment to an established post, the appointee shall be required to produce a birth certificate or statutory

declaration of age.

7. Medical Examination

Appointment to established post shall be subject to a satisfactory medical report of fitness issued by the Director of

Health Services, or in exceptional cases, issued by a Medical Practitioner, nominated by the Director of Health

services.

8. Disabi1ities for Appointment

a. A Conviction for a criminal offence involving moral attitude not quashed on appeal by a Court of Competent Jurisdiction

shall disqualify a person from being offered appointment by the University.

b. Dismissal from previous post outside the University may disqualify a person from being offered appointment.

c. An employee whose appointment in the University has been terminated on grounds of misconduct or inefficiency may not

be reappointed except on special grounds proved to be satisfactory to the Vice-Chancellor.

d. An employee who has secured appointment by false claims, e.g claiming to have certificate which he/she has not, or to

have held a post which he/she had not held, or who at the time of appointment deliberately withheld information regarding

his/her previous conviction for a criminal offence, or dismissal from a previous post shall on detection, be summarily

dismissed.

9. Probation

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a. All persons appointed to the permanent establishment shall be on probation for two years. The period of probation may be

extended for a further one year by the Registrar on the recommendation of the Head of Department concerned, provided

that the decision to extend the period of probation shall be taken at least one month before the end of the two year period.

b. The temporary period of a person subsequently offered regular appointment shall be counted as part of the period of

probation.

c. An employee shall become eligible for confirmation of appointment at the end of his/her probationary period if there is a

report of satisfactory performance and conduct on him/her. Such report shall be submitted by the Head of Department to

the Registrar at least one month before the end of the probationary period.

d. An employee, whose appointment is not confirmed after two years of probation, shall have the right of appeal to the

Registrar through his/her Head of Department to be considered by the Committee.

10. Designation and Posting

a. The designation of the employees of the University shall be as shown in the Establishment, or as may be determined by

the Council from time to time.

b. An employee shall be posted to a Department to which he/she is appointed. Where the need arises, an employee may be

transferred from one Department to another by the Registrar after due consultation with the appropriate Heads of

Department.

11. Acting Appointment

a. An acting appointment within the same cadre may be offered in writing by the Registrar after considering a

recommendation from the Head of Department in which the acting appointment is being made. All acting appointments

shall immediately be reported to the Committee for ratification.

b. A person so appointed shall be given a schedule of duties and responsibilities of the post in which he/she is required to act.

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c. A candidate recommended for acting appointment shall be on CONTISS 4 and above, and shall have served for at least

One year on his/her substantive post.

d. The minimum acting period shall be three months and the maximum period twelve months. In exceptional cases, e.g

where there is shortage of staff, the Registrar may grant extension.

e. In the case of doubt or difficulty regarding approval by the Registrar of a recommendation for acting appointment, the

Registrar shall make a report to the Committee.

12. Cessation of Appointment

a. An employee may resign his/her appointment with the University at any time by giving one month notice of his/her

intention to do so in writing addressed through the Head of Department to the Registrar or pay one month salary in lieu of

notice.

b. An employee who gives due notice of his/her intention to resign, shall be granted leave in accordance with these

regulations.

c. An employee who fails to comply with the Regulations, or who ceases to attend duty before his/her resignation is accepted

shall not be entitled to any leave, salary or allowance.

d. The Registrar may, on the recommendation of the Head of Department, waive all or part of the notice period.

13. Retirement

a. An employee who has served for 10 years or more may voluntarily retire by giving three months notice of his/her intention

to do so. Such an employee shall, however, not be entitled to his/her pension benefits until he/she has reached the age of

45 years.

b. An employee shall mandatorily retire on reaching the age of 60 years. The University shall give him/her at least three

months notice.

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c. An employee who has retired on reaching the age of 60 years may be re-engaged on contract terms on yearly basis up to a

maximum of 5 years subject to the production of a medical certificate of fitness acceptable to the Committee,

d. No employee shall be retired from his/her employment and/or be re-engaged after he/she reaches the age of 65 years.

e. An employee shall be retired if a Medical Board appointed by the Vice-Chancellor on the advice of the Committee,

declares him/her to be medically unfit to carry on with his/her duties.

The amount of leave granted him/her will either be.

i. His/her deferred leave if any, plus proportion of his/her annual leave, or

ii. Two months, whichever is longer, and will commence on the day on which the Medical Board recommends permanent

invalidation.

14. Redundancy

a. Redundancy shall as far as possible be avoided but if, however, it becomes necessary, for example, as a result of re-

organization in a department, the University shall in such circumstance, endeavor to redeploy an established employee

elsewhere in the service. Where all efforts fail, the University may retire the employee or terminate his/her appointment as

the case may be.

b. The employee be retired or terminated shall be given one moth salary in lieu of notice.

c. The employee shall, in addition to the above, be granted leave and other benefits due to him/her. He/she may also be

granted an ex-gratia payment calculated at the rate of one month’s salary for every completed year of continuous service

with the University if he/she has served for at least 10 years; or half month’s salary for each completed year of service

with the ‘University, if he/she served for less than 10 years.

SECTION 3: REVIEWS, APPRAISALS AND PROMOTIONS

1. Annual Reviews and Appraisals

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i. There shall be an annual review and appraisal of the work and conduct of every member of Junior Staff, which shall be

undertaken by the respective Appointments and Promotions Committee of Junior Staff either directly or on their behalf

by Reviews and Appraisal Panel constituted for the purpose.

ii. Staff Reviews and Appraisals shall have the effect of positive incentives such as commendations, rectifications of

anomalies from previous appraisals or promotions, and/or negative effects ranging from warnings and reprimand to

termination of appointment or dismissal.

iii. Reviews and Appraisals Panel shall be constituted by the Vice- Chancellor.

iv. The Appointments and Promotions Committee shall work out appraisal, review and promotion guidelines subject to

approval by Council which must be adhered to by the annual Appraisal Panels. No new guidelines shall be applied

unless approved by the Council.

2. Promotion Procedure

(i). Promotion means raising a staff from one salary grade to another involving change in rank.

a. Proposals for promotion of Junior Staff, arising out of the appraisals exercise in ‘his/her Department shall have been

made by the Head of Department concerned.

b. A proposal for promotion shall include a comprehensive appraisal of the candidate’s eligibility for promotion taking into

consideration the criteria set out in degree to the grade of the member of staff concerned and the recommended grade for

promotion.

c. Promotions are usually made subject to a vacancy and provision in the University estimates but promotion may be made to

an unestablished post to the incumbent and, provided further that such post shall be established at the next budget exercise.

3. Criteria for Appraisals and Promotions

(i). The criteria which shall be usually considered for review, appraisals and promotions of Junior staff are:

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a. Marked efficiency, competence and contribution to the effectiveness of the Department.

b. Ability to undertake new and expanded schedules of duty and additional responsibilities.

c. Special aptitudes, experience, initiative, and training.

d. Personal integrity

e. Membership of Professional body,

f. Time in-rank. An employee must have functioned in a post for at least 3 years after their last promotion or employment

before they become eligible.

g. No temporary employee shall be considered for promotion.

(ii). The criteria set out above are intended to serve as a guide in judging the candidate, and not to set boundaries to the

elements of performance that may be considered.

(iii). For Junior staff, appraisal of a candidate’s work should be directed towards ensuring the maintenance of high service

standards required for an effective and efficient administration and, in the higher grades, a more rigorous application of

these criteria becomes necessary and important.

(iv). A junior staff be eligible for promotion upon:

- A performance report from his/her immediate superior or head

- Appearing before a registry interview panel for oral interaction

- Scoring at least 40% in the interaction session which shall score punctuality, respect to constituted authorities, efficiency

and dedication to duty.

4. Ordinary and Accelerated Promotions

Promotions may be classified as either ordinary or accelerated.

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a. An ordinary promotion allows for promotion to the next grade after the normal time-in-rank has been met and shall require

evidence of continued efficiency or effective contribution to the work of the University in other ways.

b. An accelerated promotion allows for promotion to the next or higher grade before the completion of time-in-rank.

5. Review of Salaries and Re-grading

The salary of a member of Junior Staff may be reviewed or the appointment of a member of Junior Staff may be re-graded

on the recommendation of the Head of Department concerned for the reason that the earlier assessment had not been based

on all the available facts and had accordingly resulted in wrong placement on the salary scale or wrong grade, provided

that such review or re-grading shall be done in the first year of appointment. In such cases the review or re-grading shall

be apply retrospectively to the date of such an appointment. All proposals for a review of salary or re-grading shall be

referred to the Registrar for transmission to the Appointments and Promotions Committee (Junior Staff).

6. Entry on Scale

On promotion or re-grading, entry into the higher grade shall normally be at the minimum entry point of the higher grade

unless this is lower or equal to what the office would have attained on normal increment, in which case the officer shall be

advanced to the next step.

7. Appeals

i. A member of staff not satisfied with the decision of the Appointments and Promotion Committee may appeal in writing to

the Registrar through his/her Head of Department. Such an appeal shall be forwarded to the relevant Appointments and

Promotions Committee for reconsideration. Where the staff is still not satisfied with the decision of the Appointments and

Promotions Committee, he/she may appeal against the decision through the normal channels to Council, whose decision

shall be final.

ii. Staff recommended for promotion, but not promoted, shall be informed of the decision and be advised of his/her

weakness. Staff concerned shall have the right to appeal to the Council through the approved channels for consideration

for promotion.

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iii. Staff shall be informed by the Registrar of an unfavorable appraisal

8. Effective Date of Promotion

Save in exceptional circumstances, promotions will not take effect earlier than the first date of October following the date

on which the promotions are made. However where promotions have to be back dated, the back-dating shall normally be

notional.

9. Withdrawal of Promotions

i. At any time after a promotion is communicated to a member of staff; the Appointments and Promotions Committee may

withdraw, suspend and/or defer the said promotion after satisfying itself that the new facts that have emerged would not

have allowed the Committee to grant the promotion.

ii. Any action of the Appointments and Promotions Committee under Section 69 (i) above shall forthwith be reported to the

Governing Council, and any employee affected by the said action may appeal to the Council within a period of one month

from the date of receipt of the notice of the Committee’s decision.

10. Annual Increment

i. A member of staff who has not reached the maximum point in the salary grade applicable to him/her shall be granted an

increment annually in accordance with the appropriate salary scale. This increment may be withheld as a disciplinary

measure.

SECTION 4: LEAVE

1. Annual Leave

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i. Annual leave is compulsory for all stall and shall be taken when due. However, an annual leave can be deferred in part or

in full due to exigency of duty but such deferment shall be in writing. No staff shall be allowed to accumulate more than

six months of deferred leave.

ii. Rate of Annual Leave

a. The minimum entitlement of annual leave with full pay for established employees in a leave year is as follows:

CONTISS 1-2 14 working days

CONTISS 3 - 5 21 working days

There is ratio provision for additional days as traveling time.

2. Conditions of Annual Leave

Annual leave shall be granted after twelve months service provided that:

i. Such leave in the first year of appointment shall be subject to a minimum of six months’ service and shall be calculated

pro-rata for the first six months of continuous service. However, staff returning from an annual leave shall not be eligible

for another leave until after serving for a minimum period of six months

ii. Leave in the last year of service shall be calculated pro-rata when a member of staff retires he/she has completed in full

year

Leave Earning Period 21 Working Days Per

Annum

14 Working Days

Per Annum

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12 Months 21 14

11 Months 19 13

10 Months 18 12

9 Months 16 11

8 Months 14 9

7 Months 13 8

6 Months 11 7

5 Months 9 6

4 Months 7 5

3 Months 6 4

2 Months 4 3

1 Months 2 1

3. Annual Leave, Allowance

The Leave Transport Allowance payable shall be in accordance with the rates approved by Council from time to time

4. Special Leave

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i. Leave with pay on compassionate grounds, casual leave for urgent private affairs up to a total of 12 days in any given year

may be recommended by the Head of Department through the Dean/Director and approved by the Vice Chancellor. Any

such leave in excess of 12 days per year may be granted and such number of days may be deducted from the staff annual

leave.

ii. Special leave shall be notified to the Registrar and Head of Department as soon as it is granted. On resumption of duty

from such leave, the employee shall notify the Establishment Office.

iii. Leave with financial assistance for medical treatment outside Nigeria may be granted to an employee, by the Council on

such terms as it deems fit, on the recommendation of the Medical Board certifying that such treatment cannot be obtained

in Nigeria. Any employee finding it necessary while abroad to undergo treatment by which he/she may seek a refund shall

inform the University or its Overseas Representative of the circumstances as soon as possible. Refunds may be refused if

the University is not satisfied with the medical treatment.

5. Leave of Absence Without Pay

An employee confirmed in his/her appointment, may for special reasons, be granted unpaid salary leave for up to a full

year on the recommendation of the Head of’ Department. Such leave is renewable subject to further approvals.

6. Leave of Absence from Duty Post

All employees who intend to be away from duty post must obtain permission to do so from the appropriate authority.

7. Maternity Leave

i. Female Officers who are pregnant are entitled to twelve (12) weeks maternity leave with full pay. The annual leave for

that year will, however, be regarded as part of the maternity leave. Where this annual leave has already been enjoyed

before the grant of maternity leave that part of the maternity leave equivalent to the annual leave, shall be deducted from

the maternity leave or would be without pay.

ii. A female employee who has served for less than six (6) months shall not be eligible for maternity leave under Sub-Section

(i) above. Any such period of’ absence shall he without pay.

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8. Sick Leave and Invalidation

i. An employee shall he entitled to a maximum of six weeks per year of sick leave if not hospitalized, and if hospitalized to a

sick leave of six calendar months with full pay in the first instance; subject to extension of another six months.

ii. Thereafter, a Medical Board shall determine if the staff should be allowed further sick leave of invalidated from service.

iii. The University Council may terminate an employee appointment at any time with three months notice if he/her is unable

to work due to apparent illness and if he/her refuses to undergo a medical examination to undertake appropriate treatment

in accordance with the provision of Subsection (i) above.

9. Terminal Leave

An employee departing at the expiration of his/her final contract or in accordance with Section 2 (15) will be granted paid

leave as follows:

An employee of the junior staff cadre at or after the end of the second semester having satisfactorily completed his University

duties for at least one session

i. An employee leaving the University service before the end of a session may be granted leave on pro-rata basis on the

current leave policy in force.

ii. Any deferred Leave which stands to the credit of a member of staff may be taken at any other appropriate time while the

member of staff is still in service.

iii. A member of staff who is dismissed shall not be eligible for any leave/leave grant.

10. Study Fellowship Leave

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i. General

a. Study Fellowship/Leave intended for training and the development of staff. Such Fellowship may be granted on terms and

conditions as approved by Council from time to time.

b. Any breach of the terms and conditions of Study Fellowship/Leave agreement shall attract appropriate disciplinary action.

ii. Terms and Conditions of the Award of Study Fellowship/Leave. Although a study fellow will still be subject to the basic

terms and conditions governing his/her appointment, he/she will however be subject to the following terms and conditions

during the period of the Study Fellowship/Leave.

a. He/she will vacate the University quarters. However, if the training will be undertaken in Jalingo, he/she may retain the

University accommodation or receive the rent allowance in lieu.

b. Staff on study leave with/without pay shall not be granted any loans by the University during the period of the study

Fellowship/Leave.

c. Repayment of vehicle loans and other financial obligations shall continue during the period of Study Fellowship/Leave.

d. In any one year in which Study Fellowship/Leave extending over one academic year is granted to a staff, he/she shall not

be entitled to annual leave or any leave transport allowance during the period.

e. The University shall undertake to maintain the trainee’s pension and gratuity in accordance with the Regulations for the

Award of Pensions and Gratuity to established staff of Nigerian Universities.

iii. Benefits for Study Fellows in Nigeria

Subject to the foregoing condition, the University will provide, in the first instance, if not covered by award, the

following:

a. Basic salary with increments at normal University rates;

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b. An excess baggage allowance at the rate approved by the University on completion of study and return to the service of

the University;

c. Return economic passages for the staff only to the place of study by the most direct route;

d. Tuition, examination fees and thesis expenses

e. Book allowances at the rate approved by the University

f. Personal medical insurance bill approved by the institution or hospital bills shall be settled by the University where no

Medical Insurance had been paid for, subject to normal University regulations;

g. Allowances to be paid to the staff on Study Fellowship/Leave shall be in accordance with the University rates;

h. Where any of the items in paragraphs (a) to (g) are covered by another body, the University shall not be responsible for it

If the outside support is less than University provision, then the University shall pay the difference.

iv. Responsibility of Study Fellows

a. Study fellows would be responsible for all expenses incurred during attendance at a conference or seminar and this should

be regarded as part of the trainee investment in their own future academic development.

b. Study fellows will be advised to exhaust attendance at local Seminars in their Universities before venturing to attend

seminars in distant and far places.

v. Termination of the Study Fellowship/Leave Award

a. The recipient must agree to abide by any other terms and conditions which may from time to time be laid down by the

University in respect of the study.

b. The award to any member of’ staff may be terminated at any time if the recipient’s conduct, progress or attendance, is

unsatisfactory or the staff is unable to continue on medical grounds.

vi. Breach of Study Fellowship/I eave Award

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In the event of a study fellow breaching the terms and conditions of the Fellowship/Leave agreement, his/her surety shall be

called upon to indemnify the University any financial loss that the University might have suffered as a result of such breach.

SECTION 5: LOANS AND ADVANCES

1. General

i. All advances shall be granted upon agreement between the Bursar and the member of Junior Staff concerned.

ii. It is a general rule that advances granted at any time to a member of Junior Staff shall be limited to an amount which its

repayment deductions from salary do not at any time exceed one third of his/her monthly salary.

iii. Advances are made subject to availability of funds and on such terms and conditions as the University may determine.

2. Salary Advances

i. A salary advance not exceeding one month’s salary may be approved by the Vice-Chancellor for a member of Junior Staff

on first appointment or where a member of Junior staff is in dire strait, after prior endorsement by the Registrar provided

he/she is on permanent appointment

ii. The advance shall be refundable in three equal monthly installments deductible from salary, with first installment of such

deduction being made in the month following that in which the advance is paid.

iii. An advance of one month’s salary may be made at any other time on the recommendation of the Head of Department and

subject to the approval of the Bursar after prior endorsement by the Registrar.

iv. Special advance in excess of one month’s salary may be granted on the approval of the Vice-Chancellor provided the

applicant is on permanent appointment and has no salary advance outstanding against him/her.

3. Touring Advance

i. Touring Advance may be granted for authorized official journeys outside Jalingo metropolis.

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ii. A member of staff to whom a Touring Advance is granted shall account for it in writing to Bursar within one month of

his return to his/her duty post from the tour, failing which the Bursar may deduct the advance in three installments from his/her

salary.

iii. A member of staff who has not rendered full account of an outstanding Touring Advance shall not be eligible for grant of

another advance.

iv. Where the Bursar is satisfied that touring advance has not been properly accounted for or has been misused, he/she shall

report the matter to the Registrar for appropriate action

4. Loans

i. The following loans are available to a member of Junior Staff:

a. Refurbishing loan

b. Housing loan

c. Furniture loan

d. Vehicle loan

ii. The terms and conditions of these loans are as approved by Council from time to time.

SECTION 6: ALLOWANCES AND OTHER BENEFITS

1. General

Staff of the University arc entitled to allowances and fringe benefits applicable to staff of equivalent Grades in the Public

Service subject to such other regulations as may be made from time to time by the Council.

2. General Allowances

The allowances approved for application in the University are as set out below:

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i. Overtime Allowance

ii. Shift Duty Allowance

iii. Accident Free Bonus

iv. Hazard Allowance

v. Transport and Traveling Expenses

vi. Night Allowance

vii. Local Course Allowance

viii. Utility Allowance

ix. Meal Subsidy

x. Leave Grant Allowance

xi. Rent Allowance

xii. Transport Allowance

3. Uniforms and Protective Clothing

i. Uniforms

Employees who are required to wear uniforms on duty shall be provided with uniform by the University.

ii. Protective Clothing

The University shall issue protective clothing, where appropriate.

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SECTION 7: DISCIPLINE

1. Responsibility for discipline

i. The Vice-Chancellor has the responsibility for the discipline of all members of staff in the University.

ii. He/she shall exercise such powers as provided for in Section 19 of’ Taraba State University Law No. 4 of 2008.

iii. The following are some of the disciplinary measures which may be invoked as appropriate:

a. Reprimand

b. Formal written warning

c. Deferment of increment

d. Withholding of increment

e. Surcharging

f. Reduction in rank

g. Suspension

h. Interdiction

i. Termination

j. Compulsory retirement

k. Dismissal

iv. Where the University provides uniform and protective clothing failure to wear them at the appropriate time may attract

appropriate disciplinary action.

v. Disciplinary Tribunal

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There shall be a Disciplinary Tribunal called Junior Staff Disciplinary Committee constituted on a permanent basis by the

Committee, the membership of which shall consist of;

a. A Chairman appointed by the Registrar

b. Three members of the Committee

c. Two representatives of the Worker’s Union

d. The Legal Officer of the University who shall be an ex-officio member.

e. An Officer from the Establishment Division of the Registry shall be the secretary.

Membership of the Tribunal shall be provided for two years except for the ex-officio member.

10. Disciplinary Procedure

a. Oral Warning

b. Written Warning with response from the employee copied to the Registrar.

c. If in the opinion of the Registrar, a prima facie case has been established against the employee and it is necessary to

investigate the matter further, with a view to determining the guilt or appropriate disciplinary action, it shall be referred

to the Tribunal and the employee may be suspended where it is obvious that he/she will temper with evidence of the

case.

d. If the employee is suspended he/she shall thereupon be forbidden from carrying out his/her duties or visit his/her place

of work without the written consent of the Registrar.

e. Where the employee is found wanting, the Tribunal shall recommend to the Committee the appropriate action to be

taken.

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SECTION 8: MEDICAL ATTENTION

1. In Nigeria

i. Free medical and dental attention shall be provided for a member of Junior Staff, spouse and children not above the age of

18 years.

ii. Medical and dental attention may be provided for other relatives living with a member of Junior Staff and for his/her

domestic servants on payment of charges as may be fixed from time to time.

iii. Refund of purchased prescribed essential drugs and spectacles shall be made on presentation of receipts duly signed.

iv. The University shall pay half of the charges for hospital accommodations in Nigeria upon certification by the Director of

Health Services subject to Section 8.2 below.

2. Medical expenses incurred outside the University Health Centre will be paid only if a member of Junior Staff entitled to

free medical attention is referred elsewhere by the Director of Health Services, except as in Sections 8.4 and 8.5 below.

3. Outside Nigeria

i. Payment of passages for medical treatment abroad requires the recommendation of the Medical Board and the approval of

the Vice-Chancellor, who will report the matter to Council.

ii. The University accepts no liability for medical expenses incurred outside Nigeria, except that medical expenses incurred

by Junior Staff on University duty or Study Leave overseas or attending an approved conference, who arc unsuccessful in

obtaining medical expenses if in the opinion of the Council, the treatment was necessary and the charges reasonable.

4. A member of Junior Staff entitled to free medical attention who falls ill while temporarily absent from the University,

whether elsewhere in Nigeria or abroad, on leave or on University duty, shall be reimbursed medical expenses, on the

recommendation of the Director of Health Services, provided that the Vice-Chancellor is satisfied that the treatment was

necessary and the charges reasonable.

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5. Medical expenses in Sections 8.3 (ii) and 8.4 above shall mean consultation and surgical fees, cost of drugs and medical

treatment and half the cost of hospital accommodation. Costs of dentures and spectacles are also included.

6. Above provisions notwithstanding, payment of medical expenses incurred outside the University Health Centre is subject

to availability of funds.

7. Insurance

All University staff going abroad on official trips including Study Fellowship shall be obliged to take Health Insurance Policy

where such policy exists, and the University shall reimburse such staff’ the cost of premium paid.

SECTION 9: ACCOMMODATION

1. Housing Accommodation

i. Partly furnished residential accommodation is provided as a condition of appointment, for a member of Junior Staff

subject to availability.

ii. Accommodation shall he/she allocated and held according to such regulations as shall be made from time to time by the

housing Allocation Committee Subject to the approval of’ the Vice Chancellor.

iii. Cases where both husband/wife and spouse would normally be entitled to University housing only one of them shall enjoy

the facility.

2. Rent

i. Members of Junior Staff occupying University quarters shall be required to pay rent or any other arrangement that may be

approved from time to time by Council.

ii. A member of Junior Staff for whom no quarters are provided shall be entitled to monthly rent allowance currently in force.

3. Tenancy Agreement

An agreement governing the occupation of University quarters shall be signed by staff allocated University quarters.

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4. Vacation of Official Quarters

Junior Staff who give notice to terminate their appointment may be required by the University to vacate their quarters at

the expiration of the notice as soon as possible after that date but not exceeding three months.

SECTION 10: PENSION AND GRATUITIES

1. General

i. All members of Junior Staff, who are in established posts and holding appointments with tenure continued to retiring age,

shall be entitled, on retirement to all financial benefits in accordance with Federal Government Pension law.

ii. The age of compulsory retirement for Junior Staff shall be 60 years or upon completion of 35 years in service which ever

is earlier.

iii. Council may, subject to satisfactory medical report, re-appoint a retired member of Junior Staff on contract renewable

annually.

2. Conditions under which Pensions and Gratuities arc payable.

3. Pensions and Gratuities, at the rates prescribed in the schedule to this part shall become payable to staff if one of the

following events occur.

i. On retirement or withdrawal from the service of the University after serving for ten years or more in the Public Service,

but pension earned will not be due for payment until the staff member attains the age of 45.

ii. After a properly constituted Medical Board has pronounced that the staff member is not fit for further-service on health

grounds.

iii. If a staff is totally or permanently disabled while in the University service.

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iv. On abolition of office.

v. If a staff member is required by the University Council to withdraw or retire from the service in the interest of the

University.

vi. Compulsory retirement due to re-organization in a Department, School or other Unit of the University so that greater

efficiency of the system may be affected.

Provided that in respect of payment (paragraph (ii) to (iv) above) if the staff has spent not less than 5 years in the Public

Service before he/she retires or withdrawn, he/she will be entitled to only gratuity of one year’s emoluments. A member who

voluntarily withdraws after completing up to five years but under ten years service must give three months notice of his/her

intention to do so

3. Death Benefits

i. If a member of staff who has completed ten or more years Public Service dies in the service of the University, his/her

registered next-of-kin/designated survivors will be entitled to a year’s total emolument of the deceased, plus the

deceased’s gratuity and accrued pension the staff would have been awarded had he/she retired on the date of his/her death.

The pension will be payable for 5 years after the death of the staff. If the staff has served for not less than 5 years, his/her

designated survivors will be entitled to only a year’s total emoluments as gratuity.

ii. For the purpose of these Regulations, the registered next-of- kin/designated survivors will be taken as those names which

are furnished on the Record of Service kept in the Central Registry of the University

iii. Funeral Rites; where an employee dies in the service of the University, the University shall bear part of the responsibility

of the funeral arrangements including transportation and coffin (where the employee is a Christian) up to a maximum of

N50, 000.

4. Pension and Gratuity where staff member is killed/injured in course of Duty

34

i. Where a staff member dies in the course of performing his/her duty, his/her registered next-of-kin/designated survivors

will be entitled to a gratuity which the staff member would have been entitled to on the date of his/her death, plus payment

of pension to the spouse for life if married, and to his/her children until they attain 18 years.

ii. For the purpose of these Regulations, the pension payable to the spouse and the children will be as follows

a. To the spouse a pension not exceeding one-third of his/her accrued pension, provided he/she remains of good character;

b. To each child one-ninth of his/her accrued pension subject to a maximum of six children while they are under 18 years; or

if female, while they are unmarried before the age of 18 years;

iii. If a staff is injured during the course of his/her employment and without his/her own fault he/she shall be

granted pension at the rates with effect from the date he/she sustains the injury; based on the degree of

incapacitation as follows: 30%, 49% 10% of pension at date of injury 50%, 69%: 15% of pension at date of

injury70% and above: 30% of pension at date of injury. Provided that the staff retirement is necessitated or

materially accelerated by the injury and he/she has not completed the minimum period of 10 years qualifying

him/her for a pension, he/she may be granted in lieu of gratuity stipulated in Section 12.3 above, a pension

calculated on pro-rata basis at the rate of 3% of his/her salary for every one year served.

5. Five Years Pension Guarantee after Retirement

If a staff dies within five years of his/her retirement, his/her designated survivor(s) shall be entitled to the pension

awarded to the staff member until the fifth anniversary of the date of his/her retirement.

6. Payment of Benefit to Next of kin of Staff Reported missing; Where within one year of the disappearance of a staff

member, Board of Enquiry set up by the. University Council is able to conclude that the staff member who is reported

missing is dead, his/her next-of-kin may be paid the benefits provided in Regulation 12.3 above even though the

law presumes a person dead only if nothing is known or heard of him/her after seven years of his/her disappearance.

35

7. Continuous University Service

For the purpose of computation and payment of benefits under these Regulations, it is only continuous and unbroken

period of Public Service that shall be taken into account. Provided that any break in a staff Public Service that is

condoned by the University may be disregarded.

8. Abolition of Office

If due to re-organization within the University, it is considered necessary to abolish or scrap an office and the

incumbent cannot be offered a suitable alternative post he/she may be called upon by the University Council to retire

and shall be entitled to, in addition to award payable under Section 12.2 above, a compensation of 10% of Pension and

Gratuity for premature retirement, provided that his/her total benefits shall not exceed 80 percent of his/her total

emolument as pension or 30 percent.

9. Transfer of Values

If a staff transfers to the University from another Public Service, the Public Service from which he/she transfers shall

pay his/her accrued benefits as at the date of transfer to the University in accordance with a Table of Transfer Value for

the time being in force in respect of the Public Services of the Federation or as may be agreed with the previous

employer.

10. Awards not Assignable or Transferable

A pension or gratuity award under these Regulations shall not be assignable or transferable except for the purpose of

satisfying a debt due to the University, any Government in the Federation or to an authority or institution declared as

Public Service.

11. Leave without Pay

No period during which a staff shall have been absent from duty on leave without pay shall be taken into account in

computing his/her pension and gratuity under these Regulations unless the leave without pay is for the purpose of

36

pursuing an approved course of study or undertaking employment in any approved Public Service, other Universities,

or organizations whether in Nigeria or abroad as may be recognized by the Council from time to time.

12. Temporary Appointment Immediately Followed by a Permanent Appointment

Where a staff member holding a temporary or contract appointment transfers to a Permanent one, the period during which

he/she was on such an appointment will count full for the purpose of calculating his/her pension and gratuity, provided

that he/she did not receive any extra pay in the form of contract additions or contract gratuity while holding temporary

appointment, However, if he/she has received any extra pay in any of the forms aforementioned, he/she may opt to refund

them so as to benefit from the provision of this Regulation.

13. War Service

Where an employee served in the Armed Forces of Nigeria (i.e. Nigeria Army, Nigeria Navy or Nigeria Air Force)

during the period between 27th of May, 1967 and the 5

th of January, 1970 in determining the period of service under

Regulation:

a. Each completed year of service during the aforementioned period shall count as two years.

b. Service of over four months during the period and not included in a completed year shall count as one year.

14. Notice of Retirement

A staff member who wishes to retire from the service of the University after 10 years Public Service shall give at least

three months notice of his/her intention to retire.

15. Vesting of Pension

Pension and gratuity awarded under these Regulations shall be regarded as staff inalienable right and shall under no

circumstances be withheld or reduced. But where an employee is dismissed from the service for fraud, misappropriation

of funds, embezzlement and like offenses will result in the forfeiture of his/her retiring benefits.

37

SECTION 11: MISCELLANEOUS PROVISIONS

i. Strike Action: Notice of strike or any strike action shall be subject to the law pertaining strikes in the Country.

ii. Where the provisions of such laws are not complied with, a member of staff who absents himself/herself from duty shall

not be entitled to any pay or allowance for the period of such absence and may face further disciplinary measures.

b. Political Activities: There shall be no political activities, including meetings and canvassing within the Campuses of the

University without the written permission of the Vice-Chancellor.

c. Staff Canteen: In principle, the University shall provide for members of staff a canteen which however shall be run by the

workers union.

d. Pilgrimage: An employee may be granted leave of absence not more than once in every three years to undertake the Holy

Pilgrimage, and any such leave shall not count against his/her annual leave entitlement for that leave year.

e. For the purposes of’ this Regulation:

i. “Public Service” Means any service or employment recognized as such from time to time by the University Council. The

following Public Services have been recognized for these;

a. Public Owned University in Nigeria.

b. Any University Teaching Hospital established by the Federal or State Government in Nigeria or by an approved

University.

c. The Public Service of the Federation.

d. The United Nations or any of its specialist agencies recognized by the Federal Government of Nigeria.

e. Any other service that may he recognized for that purpose by the Council.

ii. “Transfer Value” Means that amount paid and accepted in complete discharge of pensions and liability in respect of an

officer at the time of his/her transfer to or from a Public Service

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iii. “Final Total Emoluments” Means the basic salary including some general allowances as may be approved by Council

from time to time and being paid to the staff at the date of retirement.

Formula for Pension and Gratuity Calculations Based on Percentage of

Final Emoluments

Year of

Qualifying

Gratuity as Percentage of

Final Total Emolument

Pension as Percentage

of Final Total Emolum

ent

5

6

7

8

9

10

11

12

13

14

15

16

17

100

108

116

124

132

100

108

116

124

132

140

148

156

-

-

-

-

-

30

32

34

36

38

40

42

44

39

18

19

20

21

22

23

24

25

26

27

28

29

30

31

32

33

34

35

164

172

180

188

196

204

212

220

228

236

244

252

260

268

276

284

292

300

46

48

50

52

54

56

58

60

62

64

66

68

70

72

74

76

78

80

40

NB: any part of a year that is more than six (6) months shall for the purpose of this schedule be regarded as a

complete year.

SECTION 12: CODE OF CONDUCT

1. All Junior Staff are to sign a bond to be loyal and of good behaviour while in the services of the University.

2. All Junior Staff in sensitive offices shall take Oath of Secrecy.

3. The following personnel shall not partake in any Unionism and shall not embark on industrial action no matter what the

case may be:

(i) Security personnel

(ii) All staff on essential duties as may be designated from time to time.