This Regulation establishes the framework governing eligibility for payment within the Jubbaland State civil service. It sets out the conditions under which civil servants are entitled to receive salaries, linking compensation directly to attendance, performance of duties, and compliance with established administrative procedures.
Application extends to civil servants funded through the consolidated government budget, including those supported through donor-funded positions, while excluding categories such as security forces, judiciary members, and political office holders. Scope provisions ensure consistent implementation across ministries, agencies, and independent institutions.
Standard working hours are defined to support continuity of public service delivery, with flexibility allowed where operational needs require adjustments. Attendance is treated as a fundamental condition for payment, with civil servants required to adhere to approved working schedules and obtain authorisation for any absence.
Attendance management is formalised through mandatory recording systems. Civil servants are required to complete monthly attendance records detailing hours worked, absences, and any relevant remarks. These records must be verified and approved by supervisors, forming the basis for salary processing. Accuracy and integrity of attendance records are strictly enforced, with disciplinary measures applied in cases of falsification.
Salary entitlement is calculated based on actual hours worked relative to expected working hours. Where an employee works fewer hours than required, salary is adjusted proportionately. Unauthorised absences, lateness, or failure to meet minimum working hours may result in salary deductions or disciplinary action.
Clear provisions address lateness, absence, and extended non-attendance. Repeated lateness or absence without approval may trigger disciplinary procedures, while prolonged absence without communication may be treated as abandonment of duty, leading to suspension or termination processes.
The framework also clarifies that work performed beyond normal working hours does not automatically entitle civil servants to additional payment or compensatory time unless explicitly authorised under separate provisions. This ensures consistency and control over public expenditure.
Verification and approval processes are central to payroll administration. Human resource units are responsible for reviewing attendance data, calculating payable salaries, and submitting verified records to the Ministry of Finance within defined timelines. Salary payments may be subject to statutory deductions, approved leave adjustments, or recovery of amounts owed to the employing institution.
Provisions for complaints and appeals allow civil servants to challenge decisions related to payment or employment conditions through established mechanisms, ensuring fairness and administrative accountability.
