MAINTENANCE OF DISCIPLINE
(1) The
university relies on the containing good sense
and devotion to duty of event employee to ensure that cases which may
required disciplinary action are reduced to the barest minimum.
(2) A
head of department shall be responsible to the vice-chancellor through the
provost and dean where applicable, for the maintenance of the day-to-day
discipline of and among the staff assigned to the department/unit in all
matters relating to the department/unit.
(3) It
shall be the duty of every head of department/unit as soon as he observes any
show coming in any employee subordinate to him, to bring it to the employee’s
notice with view to improving the staff employee’s usefulness and efficiency in
the service.
DISCIPLINARY MEASURES
Subject
to the section of the university law on discipline, the following disciplinary
measures shall apply:
(1) Disciplinary
action may be taken against member of staff for proven misconduct
(2) Without
prejudice to section 13.1 above, the power to exercise disciplinary control
over junior members of staff is vested in the registrar
(3) the
following are disciplinary measures which may be invoked against employee
(a) Warning
(g) Withholding of promotion
(b) Reprimand/Rebuke
(h) Demotion
(c) Withholding
of salary (i) Interdiction
(d) Deferment
of increscent (j) Termination
(e) Withholding
of increment (k) dismissal
(f) Suspension
(i) surcharge for loss of or damage to
university property
Note: The list of disciplinary measures is not exhaustive.
However, any of them shall invoked by the university disciplinary committee in
correspondence with the allege offence. Below are
DETAILS OF
THE DIFFERENT MEASURES
(1) Warning
(a) The
warning process for minor offences or inefficient performance of duties shall involve drawing attention to the short-comings of the employee through informal
talk; oral warning and where the
employee fails to improve his performance/conduct,
a formal or written warning which shall be
preceded by a quarry should be given.
(b) An
employee whose conduct or work appears unsatisfactory shall be given a query.
If his excuse is considered by the Head of department/unit as adequate, no
further action shall be taken. Where the employee is not able to exculpate
himself, a formal warning may be issued to him, copying the vice-chancellor and
registrar and other relevant officers so that this can be entered in his record
of service.
(2) Reprimand/Rebuke
(a) In case of
further misconduct after a third warning by the head of department/unit, the
registrar shall notify the vice-chancellor who after considering all the papers
in connection with the employee concerned, may issue a letter of severe
reprimand to the employee.
(b) In any
serious case of misconduct which may involve indiscipline, theft, loss or
damage to university property, it shall be immediately reported to the
vice-chancellor who may act as he deems necessary.
(3) Withholding
of Salary
If
after a couple of reminders, warnings, reprimand or rebuke, a staff member is
found to shy away from carrying out his obligatory function, the
vice-chancellor may order that the staff’s salary be withheld until he does the
appropriate thing expected of him.
(4) Deferment
of Increment
(a) If the work
and conduct of an employee are continually unsatisfactory, A &PC may defer
his increment on the recommendation o f the Head of Department/unit provided
always the employee concerned has already been given notice in writing by the
Head of Department/unit on his short-comings and his increment will continue to
be deferred until evidence of improvement is shown.
(b) The period
of deferment shall be fixed at the time the increment is deferred and shall not
normally be more than 3 months in the first instance. It may, if necessary
because of continued bad performance, be extended for another 3 months.
(c) A deferred
increment may not be subsequently granted except with the approval of the
vice-chancellor given in writing and it shall not become effective until the
day following the expiration of the specified period of deferment.
(d) No change in
the incremental data for an employee shall be made on account restoration of
deferred increment.
(e) A deferred
increment cannot be granted retrospectively because of improved service later.
(5) Withholding
of increment
(a) An increment may be withheld where, because of
an employee’s short-coming, it decided
not to grant it and that he
shall not be eligible for it until his next incremental date.
(b) No
increase shall be withheld the written authority of the vice-chancellor.
(c) An
increment that is withheld shall not be re-instated retrospectively on any
grounds.
(6) Suspension
(a) Suspension
shall be imposed by the vice-chancellor based on report from the dean/head of
non-academic department unit. The vice-chancellor’s action regarding suspension
shall however be subject to the provisions of the university law on
disciplinary action.
(b) Whenever
in the opinion of the registrar misconduct which is of such a nature as not to
warrant termination of appointment or dismissal has been committed by an
employee, the registrar may recommend suspension of the employee for a specific
period, to be determined by the gravity of the offence.
(c) Whenever
in the opinion of the registrar, a prima facie case of misconduct his been made
against an employee and it is necessary to investigate the matter further with
a view to determining the guilt or the appropriate disciplinary action, the
employee may be suspended pending the determination of his case. The period of
suspension shall not exceed 3 months in the first instance.
(d) When
an employee has been suspended, he shall thereupon be forbidden to carryout his
duties and visit his place of work unless with the express permission of the
registrar. He may also be called upon to hand over any uniform, account book
records and tools and any other property of the university in his charge to
such other employees as the head of department/unit shall order, and he shall
be place on half salary for the period.
(e) Notice
of suspension and be conveyed to the employee concerned in writing by
registrar.
(f) If
found not guilty of any misconduct, the suspension shall be lifted forthwith
and the employee reinstated with full salary including the arrears of his
salary.
(7) Withholding
of Promotion
(a)
An employee with adverse report on disciplinary case shall not be eligible for promotion in the appraisal
year under consideration. He
shall have his promotion withheld till next appraisal
year on condition that he meets the appraisal requirements
of these regulations.
(b) No promotion
shall be withheld without the approval of A&PC
(c) A promotion that is withheld shall
not be re-instated retrospectively on any ground.
(8) Interdiction
(a) An
employee may be reduced in rank (demoted) if by misconduct or incapability, he
shows himself to be unworthy of his rank. This step should be considered as a
very severe measure and second in severity to dismissal.
(b) If
the employee resigns as a result of this action, he resigns at this degraded
rank. The effective date of reduction in rank shall normally be that
recommended by the Head of Department/unit, and approved by the
vice-chancellor.
(9) Interdiction
(a) Where an
employee is charged with a criminal offence whether or not connected with the
university, the vice-chancellor, on the recommendation of the registrar, may
interdict from his duties forthwith.
(b) Formal
notice of interdiction shall be given to the employee concerned in writing the
notice shall state the date from which the interdiction takes effect and the
reason for such interdiction. Such a notice is given to the day numerically
corresponding to the day in the following month less one day.
(c) where an
employee has been interdicted, he shall be entitled to receive half of his
salary, and such interdiction should be reported to the council forthwith. He
shall not be entitled to leave or any allowance.
(d) An employee
who is under interdiction shall be required to hand over all university
property in his charge to such person as the head of department/unit shall
order, and he shall be forbidden to carry on his duties and to visit his place
of work except with the permission of the registrar.
(e) Where an
employee under interdiction is found not guilt of all charges, he shall be
reinstated and shall receive the balance of his salary for the whole period of
his interdiction. The vice-chancellor may however, review the circumstances of
the case with a view to determining the desirability of his continuation in the
service of the university, otherwise his appointment may be terminated
forthwith.
(f) Any
employee under interdiction may not, without permission of the registrar in
writing, leave his station during the period of interdiction. Any contravening
of this regulation renders the employee concerned liable to dismissal. If the
employee’s whereabouts remain unknown the dismissal may be made by council
without further formality.
(10) Termination
(a) An
employee’s appointment may be terminated for general inefficacy in the
performance of his duties, criminal offence, and misconduct or for other
offences as may be decided by the university council.
(b) A confirmed
employee whose appointment is terminated shall be given one calendar month
notice or alternatively paid one month salary in lieu of notice. Any leave
entitlements accruing at the time of termination may be granted to run
concurrently and terminate with the notice or if being terminated without
notice such leave may be commuted to cash. Such notice of termination of
appointment may be given on any date of the month and he calendar month shall
be calculated from the date on which the notice is given to the day numerically
corresponding to that day in the following month less one day.
(c) An
unconfirmed employee may have his appointment terminated with one month notice
or one month pay in lieu of notice at any time during his probation.
(d) An employee
whose appointment is terminated for inefficiency may be allowed to continue to
stay in university quarters for a period not exceeding one month.
(11) Dismissal
(a) An
employee whether or not under interdiction or suspension, who is found guilty of an act of gross
misconduct severely prejudicial to he
interest of the university, shall be summarily dismissed an shall not be entitled to receive any emoluments
from the date of his conviction
nor shall he receive accrued pay including retiring benefits and traveling expenses.
(b) An employee
of the university shall be summarily dismissed
(i) If
he corruptly accepts or obtains, or cause any person to accept, or attempt to
obtain from a person, for himself or for any other person any gift or
consideration as an inducement or reward for doing or for failing to do any act
in relations to the university’s affairs or business;
(ii) If
he falsifies testimonial or personal records;
(iii) if
whilst he is employed in the university on a full-time pay-roll engages in
full-time studies without approval of the university authorities.
(iv) If
whilst he is employed in the university on full-time or part-time capacity,
acts as an attorney or agent against the university in any matter;
(v) For
misconduct whether or not in relation to the performance of his duties;
(vi) For
failure to disclose any previous conviction for a criminal offence;
(c) In the
event of any acquittal on appeal, the question of continuation in service and
payment of arrears of emoluments shall be determined by the junior staff disciplinary
committee with the approval of the council/ provost.
(d) Upon
conviction of an employee on criminal charges he shall be dismissed or have his
appointment terminated with effect from the date on which he was convicted.
(e) No
notice or salary in lieu of notice shall be given to an employee dismissed
under the provisions of these regulations but dismissal shall take effect from
the date on which the employee concerned is officially notified that he has
been dismissed.
(f) Any
employee dismissed for misconduct shall not be eligible for leave and shall
immediately vacate university premises and before doing so, shall hand over any
uniform, account books, records, keys, tools and any other property of the
university in his charge to the head of his department/unit or to such other
person (s) as the head of his department/unit shall designate.
(g) An
employee shall not be dismissed in accordance with these regulations until
(i) He
has been told in writing the grounds on
which he is being considered for dismissal;
(ii) He
has been given an opportunity of submitting representations to the registrar
through his head of department/unit.
(iii)
The appropriate
committee has considered his representations and the recommendations (if any)
of the head of department;
(iv)
He has been heard
by the Junior Staff Disciplinary Committee;
(v)
He has previously
been supplied with or given access to a copy of any documentary evidence
against him;
(vi)
He has been
informed that on a specific day, the question of his dismissal shall be brought
before the committee and that he shall be entitled to call witness and that his
failure to appear shall not invalidate the proceedings of the Committee.
(vii) The committee has investigated into the matter and
make report to the Council which if it considers that the report should be
amplified in any Committee for further inquiry or accordingly.
(viii) The committee’s report has been finally accepted by
council and disposal action taken by it on the matter.
(ix)
If the council
does not approve the officer’s dismissal, and does not consider that any
penalty should be imposed, the officer shall be reinstated forthwith and shall
be entitled to the full amount of salary denied him if he was interdicted or
suspended.
(x)
The provisions of
these regulations are without prejudice to the powers of the vice-chancellor or
council as provided in the law to maintain staff discipline, and institute
disciplinary proceedings or measures in respect of staff as may be appropriate.
(12) Surcharge
for Loss of or Damage To University Property
(a) If
at any time the university sustains a loss due to neglect or default of any
employee, he shall be liable to make good he loss or damage up to the maximum
cost as may be assessed by a competent authority appointed by the Bursar. Any
sum due to such employee from the university shall be withheld to pay for the
cost of the loss or damage.
(b) Any employee who discovers a loss of cash
stores shall forthwith report it to his head of department/unit, and if he
fails to do so shall be held liable for such loss.
Right to Appeal
Any employee punished under the foregoing regulations
shall have
the
right to appeal to the university council through the normal channels.
RESPONSIBILITY
FOR DISCIPLINE
(i) The
Registrar has the responsibility for the discipline of all members of staff in
the college.
(ii) The
college relies on the continuing good sence and devotion of duty of every
employee to ensure that cases which may require disciplinary action are reduced
to the barest minimum.
(iii)
A Head of
Department/unit shall be responsible to the Registrar through the Dean/Head of
unit where applicable, for the maintenance of the day-to-day discipline of, and
among the staff assigned to his Department/unit in all matter relating to the
college.
(iv)
There shall be a
junior staff Disciplinary committee appointed by the provost to review cases of
discipline of junior staff.
(v)
The Disciplinary
committee shall deal with matters referred to it by the Registrar or the junior
staff Appointments and promotions committee within the stipulated period of
time.
Whenever in the opinion of the Registrar, a prima
facie case of misconduct has been made against an employee and it is necessary
to investigate the matter further with a view to determining the guilt or the
appropriate disciplinary action, the employee may be suspended pending the
determination of his case.
DISCIPLINARY
MEASURES
Disciplinary action may be taken against a member of
staff for a proven case of misconduct. The following procedures for staff
discipline shall apply:
(i)
The provost shall
constitute a staff investigation panel. The junior staff Disciplinary committee
shall consider the report of the investigation panel; The report of the
Disciplinary committee shall be forwarded to the provost for consideration and
decision of the A & PC.
(ii)
The following are
the disciplinary measures which may be involved against an employee:
Warning
Deferment of increment
Withholding of increment
Suspension
Interdiction
Termination
Dismissal
Making good loss or damage of college property.
WARNING
(i) An
employee whose conduct or work appears unsatisfactory shall be given a query.
If his explanation is considered by the Head of Department /unit as adequate,
no further action shall be taken where the employee is not able to excuse himself,
a formal warning may be issued to him (copying the Provost, the Registrar and other
relevant Officers). In the case that a staff duly warn commits a similar
offence, his case shall be referred to the Disciplinary committee by the
Provost.
(ii) The
warning process for minor offences of in-efficient performance of duties shall
involve drawing attention to the short-coming of the member of staff through
informed talk, verbal warning and where the member of staff fails to improve
his performance/conduct, a formal written warning shall be issued to him.
DEFERMENT
OF INCREMENT
(i) If
the work and conduct of an employee is unsatisfactory, the Appointment and
Promotions committee may defer his increment on the recommendation of the Head
of Department/unit. If his short-coming persist, his increment will continue to
be deferred unit evidence of improvement is shown.
(ii) The
period of deferment shall be fixed at the time the increment is deferred.
(iii)
No change in the
incremental date for an employee shall be made on account of restoration of
deferred increment.
(iv)
A deferred
increment cannot be granted retrospectively because improved service later.
WITH-HOLDING
OF INCREMENT
(i) An
increment may be withheld where, because of an employee’s short-coming, it is
decided not be grant it and that he shall not be eligible for it until next
incremental date.
(ii) No
increment shall be withheld without the approval of the junior staff
Appointments and promotions committee.
SUSPENSION
(i) The
Provost may, in case of misconduct by a junior staff which in the opinion of
the Provost is prejudicial to the interests of the college, suspend such a
staff with half pay for not more than three (3)suspension shall forthwith be
reported to the A &PC
(ii) Before
the expiration of the period of three months the case against the staff must be
considered to determine whether to continue the suspension, to reinstate the
staff or to terminate his appointment.
(iii) If
the suspension is to continue, terms, period and proportion of the affected
staff’s monthly emoluments have to be determined.
(iv) If
the A &PC approves the reinstatement of the staff’s in this case, his/her
full emoluments shall be restored with effect from the date of reinstatement.
(v) Should
the A &PC decided the termination of the staff’s appointment, such staff
shall not be entitled to the proportion of his emolument with-held during the
period of suspension.
INTERDICTION
(i) Where
an employee has been charged with a criminal offence whether or not concocted
with the college, the provost may interdict him from his duties forthwith.
(ii) Formal
notice of interdiction shall be given to the employee concerned in writing. The
notice shall state the date from which the interdiction takes effect and the
reason of such interdiction.
(iii)
Where an employee
has been interdicted, he shall be entitled to receive half of his salary.
TERMINATION
(i) An
employee’s appointment may be terminated for general inefficiency in the
performance of his duties, criminal offence, misconduct or for other offences
as may be decided by the council/provost in council
(ii) A
confirmed employee whose appointment is terminated shall be given 3 calendar
months notice or alternatively paid 3-month’s salary in lieu of notice. Any
leave entitlements accruing at the time of termination may be granted to run
concurrently and terminate with the notice or if being terminated without
notice, such leave may be commuted to cash. Such notice of termination of
appointment may be calculated from the date on which the notice is given to the
day numerically corresponding to that day in the following months less one day.
(iii) An
confirmed employee may have his/her appointment terminated without notice for
good reason.
(iv) An
employee whose appointment is terminated for inefficiency may be allowed to
stay in college quarters for a period not exceeding one month.
DISMISSAL
(i) An
employee whether or not under interdiction or suspension, who is found guilty
of an act of gross misconduct prejudicial to the interest of the college shall
be summarily dismissed and therefore shall not be entitled to receive any
emoluments from the date of his dismissal nor shall he receive accrued pay
including retiring benefits and traveling expenses.
(ii) An
employee of the college shall be summarily dismissed.
(a) If he
corruptly accepts or obtains or causes a person to account or attempt to obtain
from a person for himself or any other person any gift or consideration as an
inducement or reward for doing or for failing to do any act in relation to the
college’s affairs or business;
(b) If he
falsifies to testimonial or personal records;
(c) For
failure to disclose any previous conviction for a criminal offence.
In
the event of any acquittal on appeal the question of in service after
reabsorption and payment of arrears of emoluments shall be determined by the
college with the approval of the A &PC.
(iii) Upon
conviction of an employee on a criminal charge he shall be dismissed with
effect from the date on which he was convicted.
(d) If
whilst he is employed in the college on a full-time day roll engages in
full-time studies without approval of the college authorities.