Work in Excess of Normal Working Hours Regulation (No. 4)

Management and Compensation of Additional Working Time

This Regulation defines the framework for managing work performed beyond normal working hours within the Jubbaland State civil service. It sets clear conditions under which additional working time may be requested, approved, and compensated, ensuring consistency, accountability, and proper oversight.

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. The framework aligns closely with established provisions on working hours and payment eligibility.

Normal working hours are defined as the standard benchmark for service delivery. Additional work outside these hours is permitted only where necessary to complete urgent or essential tasks that cannot be finalised within the regular schedule. Such work may be initiated by a supervisor or, where justified, by the employee, subject to approval.

Compensation for work performed beyond normal hours is not provided in monetary form. Instead, eligible staff are granted equivalent time off on a one-to-one basis, where each additional hour worked corresponds to one hour of compensatory leave. This approach ensures control over public expenditure while maintaining fairness to employees.

Prior approval is required for all additional working hours intended to qualify for compensatory leave. Formal authorisation must be obtained through established procedures and recorded appropriately within attendance and human resource systems. Exceptional circumstances may allow for retrospective approval, particularly where urgent action was required to protect public interest, safety, or operational continuity.

Use of compensatory leave is subject to strict controls. Approval must be obtained before such leave is taken, ensuring that service delivery is not disrupted. Limits are placed on the accumulation of compensatory time, with a maximum threshold per month and a requirement that accrued time be utilised within a defined period. Unused time beyond this period is forfeited.

Oversight mechanisms ensure that additional working hours are not used to compensate for inefficiencies or poor time management within normal schedules. Supervisory responsibility remains central in authorising, monitoring, and validating all instances of extended work.

Provisions for complaints and appeals allow civil servants to challenge decisions related to additional working hours or compensatory arrangements through established administrative mechanisms.