Preamble
ABSENCE
(1) University appointments are full-time
employees may not engage in any other gainful occupation without the permission
of the vice-chancellor in writing, in accordance with the provision of these
regulations.
(2) The schedule of duties of any employee
shall be prescribed by the head of department/unit in accordance with the
university police.
RATES FOR ANNUAL LEAVE
The
maximum entitlement or annual vacations leave with full pay for established
employees in a leave year is as follows:
CONHESS/CONTEDISS
CONTEDISS/CONHESS 3-5 - 21 working days
CONHESS 1-2 - 14 working days
CONDITIONS OF ANNUAL VACATION LEAVE
(i) Annual
leave is compulsory and any leave due and not taken within a leave year shall
lapse and be regarded as having been forfeited except under the provisions set
out below:
(ii) Annual
leave shall be granted at the rate applicable to an employee’s substantive
basic salary on 1st October of the leave year concerned and will not
be subjected to any increase during that leave year on account of increments or
promotions or any other reason.
(iii) Annual
vacation may be granted to an employee who has served for more than 6 months
but less than one year on pro-rata basis as calculated hereunder.
READ RECORD FOR PRO-RATA ANNUAL LEAVE
CALCULATION
LEAVE EARNING
|
PRO-RATA LEAVE IN DAYS
|
||
12 MONTHS
|
30 WORKING DAYS P.A
|
21 WORKING DAYS P.C
|
14 WORKING DAYS P.A
|
30
|
21
|
14
|
|
11 MONTHS
|
28
|
19
|
13
|
10 MONTHS
|
25
|
18
|
12
|
9 MONTHS
|
23
|
16
|
11
|
8 MONTHS
|
20
|
14
|
9
|
7 MONTHS
|
18
|
13
|
8
|
6 MONTHS
|
15
|
11
|
7
|
5 MONTHS
|
13
|
9
|
6
|
4 MONTHS
|
10
|
7
|
5
|
3 MONTHS
|
8
|
6
|
4
|
2 MONTHS
|
5
|
4
|
3
|
1 MONTHS
|
3
|
2
|
1
|
(iv) Annual
leave shall be granted at the convenience of the department/unit, leave may be
taken in full or in installments within the leave year in accordance with
departmental exigencies with the approval of the registrar provided that the
annual leave is exhausted within the leave year. If because of the exigencies
of service, it is impossible for an employee to taken the whole of his annual
leave before 30th September of that year, the remaining of leave
may, with the registrar’s written approval, be deferred to a convenient date
within the year of service.
(v) In
order to ensure that all employees are granted the amount of leave for which
they will be eligible during the leave year at the time most convenient to the
service of the college, head of department/units shall prepare and maintain
leave rosters in respect such leave roster should be prepared during the first
month of the year and copies forwarded to the registrar.
(vi) An
employee who joins the college service during the course of a leave year or who
returns from study leave or in-service training during a leave year and has not
served for a minimum period of six months during that year will not normally be
granted leave but his pro-rata leave will be carried over to the following
year. If however, under exceptional circumstances such an employee is allowed
to proceed on leave he shall not be entitled to leave transport grant.
(vii) If
an employee has enjoyed leave in excess of his entitlement in any leave year,
he will be required to refund salary, at the rate which it was paid, for the
number of days leave was enjoyed in excess of his entitlement. An employee who,
without acceptance excuse fails to resume duty after leave, shall be regarded
as absent without permission and shall be dealt with in accordance with the
regulation governing absence without permission.
LEAVE FOR TEMPORARY EMPLOYEES
Temporary employee may be granted
leave at the rate applicable to their grades on completion f one year’s
continuous service. Where such appointment terminate before the employee has
been continuously employed for one year or, before twelve months have elapsed
since his return form his vocation
leave, he may be granted pro-rate leave for the number of competed months’
service at the rate appropriate to his grade in respect of any such period of
at least six months.
7.5 CURTAILMENT
OF LEAVE
(i) An
employee may, with the consent of the registrar, be required to return to duty
before the expiration of his authorized leave. In requesting for such consent,
the head of department/unit shall state the peculiar circumstances of the case.
Any portion of this leave so curtailed shall be taken at a later date in
accordance with the regulations.
STUDY LEAVE
(1) Study
leave may be granted with or without pay to a confirmed employee whose proposed
course of study will be of value to the university
(2) Study
leave shall be granted for not more than one year in the first instance.
Extension for a study leave for a further period may be granted with or without
pay. Each case may be considered on its own merit.
(3) All
applications for study leave shall be submitted by the head of department/ unit
to the Registrar for A &PC at least 3 months before the commencement of the
course. The decision of the committee is essential for an employee to proceed
on study leave.
(4) Terms of study leave
(a)
Study leave with pay shall include
payment of the employee’s salary and the cost of training
(b) No
employee shall be promoted while on study leave
(c)
the period of study leave shall not be leave earning
(d) An
employee returning from study leave shall go back to his former post and
advancement is subject to vacancy.
CASUAL/COMPASSIONATE LEAVE
(1) The
dean, director or head of department or the registrar on the recommendation of
a head of unit may, for special reason, grant an employee casual leave with pay
during a leave year for up to a week aggregate, provided that the employee has
taken the whole of his annual leave entitlement for the year.
(2) In
exceptional cases, an employee who has exhausted both his annual casual leave
entitlements may be granted a few days additional leave without pay.
(3) Casual
leave in excess of 7 days may also be deducted from the employee’s next annual.
(4) The
Vice-chancellor may, at the request of an employee and on the recommendation of
the Dean/ Head of Non-academic Department, grant casual and/or compassionate
leave with pay not exceeding 14 days in an academic year.
(5) The
provost may, on the recommendation of
the appropriate Dean or Head of Non-academic Department, grant an employee
compassionate leave without pay for a reasonable period but not exceeding one
semester.
(6) casual
and/or compassionate leave is a privilege and not a right and shall not
accumulate.
SICK LEAVE
(1) An
employee who is absent from duty on grounds of ill-health will, provided such
illness is covered by a sick certificate issued by any medical officer of the
college, be regarded as absent on sick leave.
(2) A
Head of Department/unit is required to report any case of an employee’s absence
due to illness exceeding 5 days to the Registrar.
(3) Sick
leave on full pay may be granted by the provost acting on behalf of council for
a maximum of 6 months on the production of a medical certificate singed by the
Director of Health services or other Medical Practitioner recognized by the
college, subject to the employee having served the college for a minimum period
of 2 years.
(4) Extension
of sick leave beyond 6 months may be granted on the approval of the council who
shall specify the conditions of such extension. The extension may be on full
pay or less.
(5) If
the Director of Health services finds that an employee’s health is likely to be
further impaired by remaining on duty or has been on sick leave for over 6
months, he will recommend to the provost for a medical board to be appointed to
determine that employee’s further usefulness in the service of the college. The
medical board shall consist of
·
The Director of
Health service;
·
A medical
practitioner from Government service; and
·
A medical
practitioner from private practice.
The report should state whether
temporary or permanent invalidity is recommended. That is, if the employee
should be allowed further sick leave or invalided from service. (See section
2.19 on Termination of appointment on grounds of ill-health)
(6) An
employee recommended to be permanently invalided ceases, with effect from the
date of approval by council, to be eligible for sick leave and will then be
required to retire on health grounds.
(7)
All sick leave granted under
section (3) shall be reported to council.
(8) All
sick leave certificate (for sick leaves not exceeding 21 days) must be singed
or endorsed signifying approval by the director of Health Services or a college
medical officer on his behalf.
(9) Any
sick leave certificate issued to any member of staff by any outside doctor
shall be valid only for two days, provided that the illness was an emergency or
that is took place during the weekend where it may not be possible for the
staff to go to the university health centre. Such certificates shall be
submitted to the Health centre for validation. The staff must thereafter report
to the Health Centre if further treatment is required.
(10) An
employee who is incapacitation as a result of injury sustained in the course of
his official duties shall be entitled to draw full salary until he is discharge
from sick leave or permanently invalided.
(11) Sick
leave for causal or part-time employed up to the following limit within each
calendar year shall apply:
·
14 days on full
pay;
·
12 further days
on half pay at the discretion of the head of department
·
In case of special
hardship, an extension of sick leave on half pay to a maximum of 32 days may be granted at the discretion
of the college.
EXAMINATION LEAVE
(1) Examination
leave with pay for a period not exceeding 7 days in a year may be granted by a
Head of Department to a member of staff to sit for an examination.
(2) Any
days granted in excess of 7 days 6.6 above shall be deducted from the staff
member’s next annual leave.
(3) An
employee may be granted exam leave if the total number of days for casual and
exam leave does not exceed 7 days. Where the leave required has been exhausted.
The employee may be given no pay leave for the purpose.
(4) Application
for exam leave must be accompanied by copies of the examination timetable and
admission notice
7.9 MATURITY LEAVE
(1) A
female employee who is pregnant is entitled to 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 without pay.
(2) Maternity
Leave shall be taken at a stretch counting from the date the female officer
commences the leave.
(3) No
maternity leave with pay shall be granted until 12 months have elapsed after
the expiration of the last maternity leave.
(4) A
pregnant female employee who holds a temporary appointment is entitled to one
month maternity leave with pay provided that she has worked for at least 6
continuous months, then the maternity leave shall be without pay.
(5) The
grant of maternity leave is subject to production of a medical certificate
issued by the director of Health Services.
(6) Maternity
leave shall take effect two weeks before the expected date of deliver, tdd.
7.10. LEAVE OF ABSENCE WITHOUT PAY
(1) An
employee may, for special reasons, be granted leave of absence without pay by
the appointment and promotion committee for up to a full year on the
recommendation of the Dean/Head of Department renewable on yearly basis with
the approval of the council for a maximum of 4 years, or in some special cases
as stated in the approval letter.
(2) An
application for leave of Absence shall be submitted to the appointment and
promotion committee through the Dean/Director and Head of Department.
(3) At
the end of the approved period, the employee concerned shall either return to
his post or leave the service of the college.
7.11 TRAINING LEAVE
An employee may be recommended for
training leave to acquire special skills desired by Department on the following
conditions:
(1) The
leave shall not exceed 9 months and shall not be for the purpose of acquiring a
higher degree;
(2) The
skill must be urgently needed by the Department;
(3) Training
leave can be granted at any time during service.
7.12 LEAVE FOR SPORTING CONTENTS
(1) An
employee may be granted leave by the Registrar for the purpose of taking part
in approved sporting contests. Such leave will not count against the annual
leave entitlement, provided that it does not exceed 7 days within a leave year.
Leave in excess of 7 days shall be treated as casual leave, unless the employee
is representing the college.
(2) The
Registrar shall decide which sporting contests are approved for the purpose of
this regulation.
(3) Such
leave shall be limited to the shortest period that will allow the employee to
reach the appointed place, participate in the event and return to college.
(4) An
employee granted leave under this regulation shall not be eligible for any
allowances or reimbursement of fares unless he is representing the college.
7.12 TERMINAL LEAVE
An employee who resigns his appointment
or who retires from the service having given notice in accordance with the
terms of contract of employment shall be granted full pro-rata leave with pay
including any deferred leave due. In any case the employee is expected to have
completed not less than 6 months continuous service prior to resignation or
retirement.
The 6 months shall be with effect from
the last date of last leave or in the case of new staff, the date of assumption
of duty.
7.13 OVERSTAYING OF LEAVE
An
employed who fails to resume duty without reasonable excuse shall be regarded
as absent from duty and shall forfeit his salary for the period of his absence
and, in addition, may be subject to disciplinary action.
7.14 TRAVELING OUT OF EBONYI STATE DURING
TERM-TIME
(1) Any
employee wishing to travel out of Ebonyi State for up to two days, whether on
duty or otherwise expect conferences during term-time shall do so with the
permission of his provost, Dean of Head or Department obtained prior to
traveling.
(2) Any
person wanting to travel out of Ebonyi State for more than two days shall
obtain the permission of the provost prior to traveling and shall submit his
application through his provost, Dean or Head of Department.
(3) The
provost has delegated his power under (2) above to the provost and the Deans of
various Faculties in respect of permission for periods not exceeding 7 days for
members of their staff. For periods exceeding 7 days, prior permission shall be
sought and obtained from the provost acting on the recommendation of the
provost or the Dean.
(4) Where
the Provost, Dean or Head of Department is traveling out of Ebonyi State as in
paragraphs (1) and (2) above, he shall obtain the provost’s permission and
nominate for the provost’s approval the person who shall act in his absence and
thereafter inform the staff members of his college/faculty/department accordingly.
(5) In
the implementation of paragraphs (1) – (4) above, the following rules shall
apply:-
(a) for
period not exceeding two days, permission shall be given by college Deans;
(b) For
period of up to 7 days, the application shall be channeled through the college
dean to the provost; and
(c) For
period longer than 7 days, application shall be made through the college Dean
to the provost who shall then recommend such application to the provost for
approval.
Table
2: Pro-rata Leave in Working Days
-
|
HATISS 03-06
|
HATISS 01-02
|
Earning Period in
months
|
Earned leave in working
days
|
Earned leave in working
days
|
12
|
21
|
14
|
11
|
19
|
13
|
10
|
18
|
12
|
09
|
16
|
11
|
08
|
14
|
09
|
07
|
13
|
08
|
06
|
11
|
07
|
05
|
09
|
06
|
04
|
07
|
05
|
03
|
06
|
04
|
02
|
04
|
03
|
01
|
02
|
01
|