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ARRANGEMENT OF REGULATIONS
Regulation
PART I—APPOINTMENTS
1. Appointing Authority
2. Method of appointment and
qualifications
3. Types of appointments
4. Prohibited appointments
5. Declaration of secrecy
6. Personal details
7. Probation
8. Effective dates of appointments
9. Reporting vacancies
10. Filling of vacancies
11. Acting appointments
12. Promotions
13. Effective date of promotion
14. Trial periods
PART II—DISCIPLINE
15. Disciplinary authority
16. Disciplinary action
17. Penalties for misconduct
18. Types of disciplinary
proceedings
19. Disciplinary procedure
20. Appeals
21. Interdiction
22. Dismissal of an employee in
case of conviction
PART III—DUTIES AND
RESPONSIBILITIES OF EMPLOYEES OF
THE AUTHORITY
23. Discharge of duties and
conduct of employees
24. Employees to report acts of
misconduct
25. Restriction on undertaking of
private agency
26. Prohibition of professional
services
27. Unauthorised access to
personal records
28. Legal proceedings on behalf of
the Authority
29. Reporting sick
30. Employees to furnish security
31. Handing over procedure
32. Matters on which Depot or
Station Managers shall report
PART IV—POSTINGS AND HOURS OF WORK
33. Postings and transfers
34. Hours of work
35. Attendance Book
36. Book of absence to be kept at
Depots and stations
37. Absence from place of work
38. Absence without prior
permission
PART V—SALARIES AND RETIRING
AWARDS
39. Salary scales
40. Points of entry
41. Increments
42. Deferment, withholding, etc.
of increments
PART VI—ADVANCES
43. Prohibited advances
44. Occasional advances
45. Advances for the purchase of
motor vehicles
46. Maintenance and mileage
allowances
47. Transfer or leave advances
PART VII—TRAVELLING ALLOWANCES
48. Travelling allowances
generally
49. When travelling allowances are
payable
50. Expenses of witnesses
PART VIII—LEAVE
51. Grant of leave
52. Leave rosters
53. Casual leave
54. Leave without pay
55. Sick leave
56. Medical enquiry
57. Maternity leave
58. Leave travel allowances
PART IX—LEAVING THE AUTHORITY
59. Modes of leaving the Authority
60. Compulsory retirement
61. Voluntary retirement
62. Resignations
63. Termination of appointments
64. Retirement on medical grounds
65. Termination of special
contract or temporary appointments
66. Obligations of employees on
leaving the Authority
67. Social Security
PART X—MISCELLANEOUS
68. Housing
69. Employees' co-operative scheme
70. Confidential reports
71. Overtime payment
72. Tools allowances
73. Medical facilities
74. Industrial accidents
75. Uniforms and protective
clothing
76. Transport facilities
77. Certificate of service
78. Union activities
79. Interpretation.
IN exercise of the powers
conferred on the Commissioner
responsible for Local Government
by section 36 (2) of the Omnibus
Services Decree, 1972 (N.R.C.D.
71) these Regulations are made
this 14th day of September, 1973.
PART I—APPOINTMENTS
Regulation 1—Appointing Authority.
(1) All employees of the Authority
shall be appointed by the Board,
in these Regulations referred to
as “the appointing authority”,
except that an appointment to any
post carrying a salary of not less
than ¢1,488 per annum shall be
made by the appointing authority
in consultation with the Public
Services Commission.
(2) The appointing authority may
delegate to the Managing Director
any of its powers and functions
under these Regulations as it
thinks fit.
Regulation 2—Method of Appointment
and Qualifications.
(1) Any appointment to any post in
the Authority shall be made in
writing and under such terms and
conditions as the appointing
authority may prescribe so,
however, that no terms
inconsistent with the Decree or
these Regulations shall be
prescribed.
(2) A person shall not be
appointed to any post in the
Authority if he does not possess
such qualifications as the Board
shall prescribe.
Regulation 3—Types of
Appointments.
(1) Appointment to any post in the
Authority may be permanent,
temporary or on special contract,
and shall be subject to such
probationary periods as the
appointing authority may
prescribe:
Provided that the total periods of
probation in each case shall not
exceed three years.
(2) Temporary appointments or
appointments on special contract
may be made in respect of
assignments required to be
completed within a specified
period of time and in respect of
posts which the appointing
authority does not consider
expedient to fill permanently.
(3) Remuneration in respect of
temporary appointments or
appointments on special contract
shall be at a flat rate.
Regulation 4—Prohibited
Appointments.
(1) Unless the Board otherwise
decides no appointment or
promotion shall be made to any
post for which no provision is
made in the approved establishment
of posts and in the annual
estimates of the Authority.
(2) No person who is a security
risk or is convicted of an offence
involving dishonesty, or fraud or
is dismissed or otherwise removed
from any office in the public
service shall be appointed to any
post in the Authority.
(3) Where such person is appointed
to any post in the Authority the
appointment shall be null and void
and he shall be summarily
dismissed.
(4) Notwithstanding sub-regulation
(3) of this regulation the Board
may, if it thinks fit, approve the
appointment of such person.
Regulation 5—Declaration of
Secrecy.
Every employee of the Authority
shall make a declaration of
secrecy in such form as the
appointing authority may
prescribe.
Regulation 6—Personal Details.
Every employee of the Authority
shall complete a personal record
form to be prescribed by the
appointing authority.
Regulation 7—Probation.
(1) Subject to regulation 3 of
these Regulations any person
shall, on first appointment to a
post in the Authority, hold his
appointment on probation for a
period of not less than six
months.
(2) The appointing authority
shall, at the expiry of the period
of probation, confirm the
appointment of any employee whose
service in its opinion has been
satisfactory during the period of
probation, but the appointing
authority may extend the period of
probation for a further period not
exceeding six months if in its
opinion the work and conduct of
the employee have not been
satisfactory.
(3) The appointing authority may,
for just cause, at any time during
the period of probation terminate
the appointment of an employee but
the employee should be given
fourteen days' notice in writing
of the Authority’s intention to
terminate his appointment or be
paid fourteen days' salary or
wages in lieu of such notice.
(4) The appointing authority may
summarily dismiss any employee
against whom disciplinary action
has been taken under Part II of
these Regulations during the
period of his probation.
Regulation 8—Effective Dates of
Appointments.
(1) Any person offered an
appointment shall not assume
office until he has given written
acceptance of the appointment and
is declared medically fit by a
Medical Officer.
(2) Unless otherwise stated, the
effective date of appointment of
an employee on recruitment shall
be determined as follows:—
(a) for a person whether Ghanaian
or non-Ghanaian recruited in
Ghana, the date of his assumption
of duty, so however, that it does
not take effect before the date on
which he is declared to be
medically fit;
(b) for a non-Ghanaian recruited
outside Ghana, the date of his
embarkation to assume duty,
provided he travels as directed;
(c) for a Ghanaian recruited
outside Ghana, the date of his
arrival in Ghana provided he
assumes duty as directed.
Regulation 9—Reporting Vacancies.
Where there is vacancy in any post
or grade in the Authority the
Managing Director shall be
notified within seven days of the
occurrence of the vacancy.
Regulation 10—Filling of
Vacancies.
(1) The appointing authority may,
in filling any vacancy within the
service of the Authority, first
consider if any employee is
qualified and suitable for
appointment to the vacant post.
(2) Where there is no such
employee the appointing authority
shall, in accordance with the
Labour Regulations in force,
request the Labour Department to
provide a qualified person to fill
the vacancy.
(3) Where the Labour Department is
unable to provide a qualified
person to fill the vacancy the
post shall be advertised; except
that vacancy in any post carrying
a miximum salary of up to ¢1,000
per annum may not be advertised.
(4) Subject to sub-regulation (1)
of this regulation vacancy in any
post in the Authority may be
filled by such other public
officers as may be seconded or
transferred to the Authority.
Regulation 11—Acting Appointments.
(1) Acting appointments shall be
made to posts carrying an initial
salary of not less than ¢3,000 per
annum.
(2) An employee appointed to act
in such post shall be entitled to
an allowance equivalent to the
difference between his salary and
the initial salary attached to the
acting post; except that an
employee acting in more than one
grade above his post shall be
entitled to an allowance equal to
the difference between his salary
and the initial salary of the next
higher post.
(3) Where an acting appointment is
for a period of not more than six
weeks an employee holding the
acting appointment shall not be
entitled to acting allowance.
(4) Acting appointments to posts
with an initial salary of less
than ¢3,000 per annum shall
attract a monthly charge allowance
at the rate of one per centum of
the gross annual salary of the
person acting in that post.
Regulation 12—Promotions.
(1) All promotions shall be made
by the appointing authority
and shall be according to merit.
(2) In determining the merit of
any employee for promotion account
may be taken of his efficiency,
qualifications, seniority,
experience, sense of
responsibility, capacity for
co-operation with others,
initiative, attitude towards work
and general behaviour, and where
relevant his powers of leadership
and expression.
(3) For the purposes of
sub-regulation (2) of this
regulation seniority shall be
determined by the date when the
employee was first appointed to
his post.
(4) Without prejudice to
sub-regulation (2) of this
regulation the merit of an
employee for purposes of promotion
may be determined by written or
oral examination.
(5) Apprentices and employees
classified as artisans shall not
be considered for promotion unless
they have passed such proficiency
tests as the Board may prescribe.
Regulation 13—Effective Date of
Promotion.
Unless the Board otherwise
directs, the effective date of
promotion of an employee shall be
determined in accordance with the
following rules:
(a) a promotion shall not take
effect earlier than the date on
which a vacancy occurs or earlier
than the date upon which the
employee became qualified for
promotion whichever is later;
(b) promotion shall not take
effect before the date on which
the employee resumes his new post,
so however that promotion may be
made effective before the date on
which the employee actually
assumes the duties of the new post
where—
(i)
through no fault of his own he is
unable to assume the duties of his
new post on the date of promotion;
and
(ii) to delay his promotion would
adversely affect his seniority as
between him and other employees
promoted at the same time.
Regulation 14—Trial Periods.
(1) An employee promoted to any
post or grade in the Authority
shall be subject to a trial period
of one year.
(2) The appointing authority
shall, three months before the end
of a trial period, consider
whether at the end of that period
the employee should be confirmed
or required to do a further trial
period or whether the employee
should revert to his former post
or grade.
PART II—DISCIPLINE
Regulation 15—Disciplinary
Authority.
(1) The Board shall be the
disciplinary authority (referred
to in these Regulations as “the
disciplinary authority”).
(2) The disciplinary authority may
delegate any of its powers and
functions under these Regulations
to the Managing Director as it
thinks fit.
Regulation 16—Disciplinary Action.
(1) Disciplinary action shall be
taken against an employee in
respect of inefficiency or any act
of misconduct such as—
(a) insubordination, negligence or
dereliction of duty, absenteeism,
stealing of property, embezzlement
of funds belonging to the
Authority or making of false
claims against the Authority;
(b) use of indecent language or
disorderly behaviour in the
premises of the Authority;
(c) failure to keep proper
accounts, falsification of
accounts or supression of, and
unlawful retention of, records
relating to the funds, property or
other business of the Authority;
(d) conviction on a criminal
charge, particularly any charge
involving dishonesty or
dissipation of, or unlawful damage
to property of the Authority;
(e) failure without reasonable
cause to appear or to answer
questions during any investigation
in connection with disciplinary
proceedings;
(f) contravention of any of the
provisions of these Regulations or
failure to observe any instruction
given by the Authority;
(g) any other conduct or behaviour
which may be determined by the
disciplinary authority to bring
the Authority into disrepute.
(2) The officer in charge of any
Depot or Station of the Authority,
referred to in these Regulations
as “the Depot or Station Manager”
shall be responsible generally for
the effective management and
conduct of the affairs of the
Authority in the area for which
the Depot or Station is
established and shall, subject to
these Regulations, be responsible
for the investigation and the
conduct of disciplinary matters
involving employees in his Depot
or Station and the submission of a
report thereon to the Managing
Director.
Regulation 17—Penalties for
Misconduct.
(1) The penalty for proven
misconduct of an employee shall be
one of the following:—
(a) termination of appointment, or
termination of appointment with
forfeiture of all retirement
benefits in the case of employees
with subsisting pensionable
service, or
(b) termination of appointment or
in the case of employee with
subsisting pensionable service,
termination of appointment with or
without a reduction in retirement
benefits;
(c) reduction in rank, that is to
say removal to another post or
grade with an immediate reduction
of salary;
(d) reduction of salary, that is
to say an immediate adjustment of
salary to a lower point on the
salary scale attached to the post
in question;
(e) deferment of increment, that
is to say a postponement of the
date on which the next increment
is due, with corresponding
postponement in subsequent years:
(f) stoppage of increment, that is
to say non-payment for a specified
period of an increment otherwise
due,
(g) written warning or reprimand;
(h) suspension from duty with
consequent loss of pay and
allowance for a period not
exceeding 14 days.
(2) Any employee who is found
guilty of theft, fraud or
dishonesty involving loss of cash,
property or revenue to the
Authority by the disciplinary
authority shall be summarily
dismissed.
(3) Where the Authority incurs any
loss as a result of the
inefficiency, negligence or
misconduct of an employee the
employee may, in addition to such
penalty as may be imposed on him
under this regulation, make good
the loss.
Regulation 18—Types of
Disciplinary Proceedings.
Disciplinary proceedings may be
summary or formal.
Regulation 19—Disciplinary
Procedure.
(1) Where the disciplinary
authority considers that a formal
disciplinary action should be
instituted against an employee the
disciplinary authority shall
prefer written charges against the
employee who shall be required to
answer the charges in writing
within such period as may be
specified by the disciplinary
authority.
(2) Where the employee answers the
charges within the specified
period the disciplinary authority
shall investigate the matter or
refer the matter to an employee
senior in rank to the employee
against whom the charges have been
preferred or to the Advisory
Committee of the Board which shall
report his findings in writing to
the disciplinary authority.
(3) If after the investigation the
disciplinary authority is
satisfied that the charges brought
against the employee have been
proved it shall notify the
employee in writing of the penalty
imposed on him.
(4) Where the employee fails to
answer the charges within the
specified period the disciplinary
authority shall if it is satisfied
that in the light of the fact upon
which the charges are based the
employee is guilty of a misconduct
under regulation 16 of these
Regulations, the disciplinary
authority shall impose appropriate
penalty on the employee.
(5) Documentary evidence may be
produced at any investigation at
the request of an employee or the
Authority.
(6) All documents relating to any
disciplinary action taken against
an employee shall be treated as
confidential.
(7) As far as possible,
disciplinary action shall be
initiated and completed within a
period of one month.
Regulation 20—Appeals.
(1) An employee may appeal to the
Commissioner against a decision of
the disciplinary authority made in
relation to him except that there
shall be no appeal against a
decision made by Commissioner or a
decision of the disciplinary
authority confirmed by the
Commissioner.
(2) An employee may appeal to the
disciplinary authority against the
decision of the Managing Director;
except that no appeal shall be
brought against a decision of the
Managing Director confirmed by the
disciplinary authority.
(3) No appeal shall be entertained
under sub-regulation (1) or (2) of
this regulation unless the appeal
is brought within one month after
the decision against which the
appeal is brought was made.
Regulation 21—Interdiction.
(1) Where a charge brought against
an employee under sub-regulation
(1) of regulation 19 of these
Regulations may result in the
termination of his employment or
where an employee is arrested and
held in custody by the police or
released on bail or where an
employee is being tried for a
criminal offence the employee may
be interdicted from duty with half
pay until the matter is finally
determined.
(2) Where the disciplinary
proceedings do not result in the
termination of the employment of
the employee that part of his pay
withheld from him shall be
restored to him.
(3) Where the disciplinary
proceedings result in the
termination of the employment of
an employee the termination shall
take effect from the date the
employee was interdicted from duty
and he shall not be entitled to
that part of this salary withheld.
Regulation 22—Dismissal of an
Employee in Case of Conviction.
(1) The appointment of any
employee convicted of a criminal
offence shall automatically
terminate from the day of his
conviction, but where such
employee is later acquitted on
appeal he may be considered for
reinstatement by the Board if he
applies to be reinstated.
(2) Where such employee is
re-instated under sub-regulation
(1) of this regulation he shall be
entitled to receive his pay from
the date he is re-instated and
shall not be entitled to any
back-pay.
PART III—DUTIES AND
RESPONSIBILITIES OF EMPLOYEES OF
THE AUTHORITY
Regulation 23—Discharge of Duties
and Conduct of Employees.
(1) An employee shall undertake
any lawful duty that the
appointing authority or the Depot
or Station Manager of the Depot or
Station to which he is posted
shall assign to him, and shall
obey all lawful orders of his
superior employees.
(2) In determining the actual
performance of an employee for the
purposes of pay, promotion and
other similar matters account
shall be taken of the number of
times he attended duty and carried
out satisfactorily any work
assigned to him.
(3) An employee shall at all times
conduct himself in a manner
respectful to customers, his
colleagues and all superior
employees in the service of the
Authority.
Regulation 24—Employees to Report
Acts of Misconduct.
It shall be the duty of every
employee who knows or becomes
aware of any act of misconduct
committed by a junior employee to
report the matter forthwith to his
immediate superior.
Regulation 25—Restriction on
Undertaking of Private Agency.
No employee shall without the
permission in writing of the
appointing authority undertake any
private agency in any matter
connected with the exercise of his
official duties.
Regulation 26—Prohibition of
Professional Services.
(1) No employee may render
professional services to any
private person or accept
remuneration therefore during the
course of his duties except with
the written permission of the
appointing authority.
(2) The appointing authority shall
not give such permission unless it
is to the public advantage to do
so and the amount of remuneration
shall be subject to the approval
of the appointing authority.
(3) Such remuneration shall be
paid into the funds of the
Authority on deposit at the Depot
or Station to which the employee
is posted until such time as the
appointing authority may determine
how much of the amount must be
paid to the employee concerned.
Regulation 27—Unauthorised Access
to Personal Records.
No employee shall, without the
authorisation of the appointing
authority, have access to records
relating personally to himself or
make copies of such records
notwithstanding that he may have
had access to such records in the
course of his duties.
Regulation 28—Legal Proceedings on
Behalf of the Authority.
No employee shall, without the
prior approval in writing of the
Authority, institute any legal
proceedings for or on behalf of
the Authority.
Regulation 29—Reporting Sick.
(1) An employee who is sick shall
forthwith report the fact to the
nearest Government Medical Officer
who may make a report of the
matter to the Authority.
(2) An employee who absents
himself from duty on grounds of
sickness without the certificate
of a Medical Officer to that
effect shall be regarded as being
absent without leave.
Regulation 30—Employees to Furnish
Security.
(1) The Authority shall where
necessary request an employee to
furnish security for the faithful
discharge of the duties assigned
to him in accordance with the
provisions of these Regulations.
(2) Where an employee is required
to furnish security he shall
produce two sureties of repute who
shall enter into a bond with the
Authority in the form set out in
the First Schedule to these
Regulations.
(3) The amount of any bond shall
be related to the amount
of money or stores placed in the
charge of the employee.
(4) Where an employee is in breach
of any condition in the bond the
Authority may recover the full
amount payable thereunder together
with any expenses which the
Authority may incur by reason of
the breach.
Regulation 31—Handing-over
Procedure.
(1) Where an employee is required
to handover his duties to another
employee he shall in addition to
handing-over all papers, books,
stores and similar articles give a
detailed statement of matters
relating to his duties, and
particulars of any question likely
to cause difficulty as well as any
matter which requires special
attention for the guidance of the
employee taking over.
(2) Where a handing-over is not
thoroughly and systematically done
as required under sub-regulation
(1) of this regulation the
employee shall be liable to be
recalled by telegram at his own
expense.
(3) An employee handing-over shall
be held personally liable for
any loss the Authority incurs as a
result of his failure to comply
with sub-regulation (1) of this
regulation.
Regulation 32—Matters on which
Depot or Station Managers shall
Report.
Every Depot or Station Manager
shall, within fourteen days after
the end of each month, submit to
the Managing Director in the form
set out in the Second Schedule to
these Regulations a report on the
affairs of the Authority in the
Depot or Station for the period of
one month immediately preceding.
PART IV—POSTINGS AND HOURS OF WORK
Regulation 33—Postings and
Transfers.
The Depot or Station to which an
employee may be posted on first
appointment or subsequently
transferred shall be determined
according to the requirements of
the Authority and the appointment
of any employee who refuses to
accept a posting or transfer to a
Depot or Station shall be
terminated forthwith.
Regulation 34—Hours of Work.
(1) The normal hours of work of
the Authority shall be forty hours
a week.
(2) Subject to sub-regulation (1)
of this regulation all employees,
other than night watchmen shall
work according to such working
schedules and shift systems as the
Authority may prescribe.
(3) Without prejudice to
sub-regulation (1) of this
regulation all night watchmen of
the Authority may be required to
work regularly from 6 o'clock in
the afternoon to 6 o'clock in the
morning of the following day.
Regulation 35—Attendance Book.
(1) There shall be kept at each
Depot or Station an attendance
book in which every junior
employee shall enter each day his
name and indicate the time of his
arrival and departure from the
Depot or Station.
(2) The attendance book shall be
examined each day and certified by
the Depot or Station Manager or by
an employee authorised by him.
(3) In a Depot or Station where a
time clocking machine is installed
every junior employee shall clock
his time card each day he arrives
at or leaves the Depot or Station.
Regulation 36—Book of Absence to
be Kept at Depots and Stations.
There shall be kept in the Head
Office and at every Depot or
Station a book in which every
senior employee leaving his place
of work shall record the reasons
for his absence and his
whereabouts.
Regulation 37—Absence from Place
of Work.
(1) Except he is on duty outside
his place of work an employee
shall not while on duty leave his
place of work without permission.
(2) If a senior employee leaves
his place of work without prior
permission he shall record in the
book kept in his place of work for
the purpose the reasons for his
absence and his whereabouts within
or outside his place of work.
Regulation 38—Absence Without
Prior Permission.
(1) Any employee who absents
himself from duty without prior
permission or reasonable cause
shall not receive pay for each day
he is absent or part thereof and
shall in addition suffer a day's
suspension without pay.
(2) Where an employee absents
himself from duty for a period of
ten continuous days without
permission or reasonable cause he
shall be regarded as having
vacated his post and accordingly
his appointment shall be
terminated without notice but if
before the appointment of such
employee is terminated he returns
to duty appropriate disciplinary
action shall be taken against him.
PART V—SALARIES AND RETIRING
AWARDS
Regulation 39—Salary Scales.
Employees of the Authority shall
be paid salaries or wages
according to such salary scales or
rates as may be determined by the
Board in consultation with the
Public Services Commission.
Regulation 40—Points of Entry.
(1) The point of entry into a
salary scale for an employee on
first appointment shall be the
initial salary point in the scale
attached to the post to which the
employee is appointed.
(2) Where an employee has
exceptional previous experience or
special qualification the
appointing authority may place him
on a salary scale at a point
higher than the initial point in
the salary scale attached to the
post to which he is appointed.
Regulation 41—Increments.
(1) Annual increment shall be
normally granted as an
increase of pay to which an
employee is entitled for the
efficient performance of his
duties:
Provided that the period of
service for which an employee
may earn his normal annual
increment shall not be less than
six months.
(2) The incremental date of every
employee shall be on the 1st day
of October in each year.
(3) An employee may, on the
recommendation of his Depot or
Station Manager, be granted
multiple increments for proven
efficiency or exceptional ability.
(4) For the purposes of
sub-regulation (3) of this
regulation the Managing Director
may approve two incremental
credits or subject to the approval
of the Board three incremental
credits.
Regulation 42—Deferment,
Withholding, Etc. of Increment.
(1) Where the work and conduct of
an employee have not been
satisfactory during the year the
Managing Director shall defer,
withhold or stop the increment of
the employee.
(2) The Managing Director may
withhold the increment of an
employee under sub-regulation (1)
of this regulation for a period of
not less than six months in the
first instance although the period
may, if it becomes necessary, be
extended for a further period of
not less than six months.
(3) An annual increment withheld
under sub-regulation (1) of this
regulation may on restoration be
treated as deferred or stopped
increment.
PART VI—ADVANCES
Regulation 43—Prohibited Advances.
No employee shall be granted an
advance which together with other
advances already granted to him
shall involve the deduction from
his salary of more than forty per
centum of his gross monthly
emolument.
Regulation 44—Occasional Advances.
(1) An employee whose basic salary
exceeds ¢1,488.00 per annum may on
first appointment be granted an
advance not exceeding his gross
emolument for one month.
(2) An advance granted under
sub-regulation (1) of this
regulation shall be repaid in not
more than six equal monthly
instalments, and the first
instalment shall be deducted from
the salary of the employee for the
first whole month after the date
on which the advance was granted.
Regulation 45—Advances for the
Purchase of Motor Vehicles.
(1) Subject to the conditions
prescribed in the Third Schedule
to these Regulations an employee
may be granted an advance to the
purchase means of transport if the
Authority certifies that the
employee requires his own means of
transport for the efficient
performance of his duties and that
the vehicle he proposes to
purchase is appropriate for the
efficient performance of his
duties.
(2) An advance granted under
sub-regulation (1) of this
regulation shall include the
selling price of the vehicle and a
comprehensive insurance for a
period of one year.
Regulation 46—Maintenance and
Mileage Allowances.
An employee who is granted advance
under regulation 45 of these
Regulations to purchase means of
transport shall be paid
maintenance and mileage allowances
at the same rates and under the
same conditions as are applicable
in the civil service.
Regulation 47—Transfer or Leave
Advances.
(1) Where an employee who has been
confirmed in his appointment is
being transferred to another Depot
or Station or is proceeding on
vacation leave the Managing
Director may grant the employee an
advance not exceeding his salary
for a month to be repayable in not
more than six equal monthly
instalments so, however, that the
first instalment shall be deducted
from the employee's salary for the
first whole month after the date
on which the advance was granted.
(2) The provisions of
sub-regulation (1) of this
regulation shall not apply to an
employee who is transferred at his
own request or is transferred as a
result of disciplinary action
taken against him.
PART VII—TRAVELLING ALLOWANCES
Regulation 48—Travelling
Allowances Generally.
Unless otherwise provided in these
Regulations an employee travelling
in any of the circumstances stated
in regulation 49 of these
Regulations may claim travelling
allowance for each night he is
away from his Depot or Station at
the rates prescribed in the Fourth
Schedule to these Regulations, but
where an employee travels on a
duty which involves more than
normal expenses the Board may
authorise the payment of a higher
rate of allowance.
Regulation 49—When Travelling
Allowances are Payable.
(1) An employee holding an acting
appointment shall be entitled to
travelling allowance at the rate
relative to the post in which he
is acting.
(2) Travelling allowance shall be
payable to an employee for nights
necessarily spent by him in
travelling within Ghana—
(a) on duty; or
(b) to his Depot or Station on
first appointment; or
(c) between his Depot or Station
and the port when going overseas
on course of instruction or
returning from such course or
while necessarily detained at the
port.
(3) Where an employee is on
temporary transfer to another
Depot or Station for purposes of
relief or special duty he may be
entitled to draw travelling
allowance at half rate for a
period not exceeding three months.
(4) Where the Managing Director is
satisfied that an employee has
continuing rent commitment in the
Depot or Station from which he is
transferred the employee may draw
travelling allowance at full rate
for the first month.
(5) The provisions of
sub-regulation (4) of this
regulation shall not apply to an
employee whose duty is of such
nature as requires frequent
changes of Depot or Station.
(6) An employee on permanent
transfer to another Depot or
Station shall be paid one-sixth of
his monthly basic emolument as
transfer allowance at the date of
his transfer.
(7) Where an employee is
transferred to another Depot or
Station at his own request or as a
result of disciplinary action
taken against him he shall not be
paid such transfer allowance.
Regulation 50—Expenses of
Witnesses.
(1) An employee who travels
outside his place of work to
attend disciplinary proceedings
held by the disciplinary authority
shall be regarded as travelling on
duty and may be paid the
appropriate travelling and
transport allowances by the
Authority.
(2) Where an employee who is the
subject of disciplinary
proceedings calls a witness not
being an employee of the Authority
who travels to give evidence on
his behalf, the witness may submit
a claim for a refund of transport
expenses necessarily incurred by
him supported by receipts, if
obtainable, to the Depot or
Station Manager or to the Managing
Director, as the case may be,
through the disciplinary authority
which shall certify the claim
before the refund is made to the
witness.
PART VIII—LEAVE
Regulation 51—Grant of Leave.
(1) Subject to the provisions of
the Labour Regulations, 1969 (L.I.
632) annual leave shall be granted
according to the exigencies of the
Authority.
(2) The maximum period of annual
leave in respect of the various
categories of employees shall be
as prescribed in the Fifth
Schedule to these Regulations.
(3) The annual leave of an
employee shall not be deferred or
accumulated without the approval
in writing of the Managing
Director.
(4) No employee shall under any
circumstances commute his annual
leave.
(5) Application for annual leave
shall be in such form as the
Authority may prescribe.
Regulation 52—Leave Rosters.
It shall be the duty of every
Depot or Station Manager to
maintain a leave roster providing
for all employees in the Depot or
Station to take their leave within
each year,
Regulation 53—Casual Leave.
(1) An employee may apply in
writing for casual leave to enable
him to attend to his personal
affairs.
(2) No casual leave may be granted
to an employee unless the employee
has already taken all the leave
for which he is eligible in a
year.
(3) Subject to the approval of the
Authority or an employee
authorised in that behalf casual
leave may be granted in every two
years for a period not exceeding
ten days to an employee who has
already taken all the leave for
which he is eligible in a year.
(4) Casual leave may be granted
within the maximum period
prescribed under sub-regulation
(3) of this regulation in one or
two spells.
Regulation 54—Leave without Pay.
(1) Subject to the exigencies of
the Authority, and in reasonable
circumstances an employee upon
written application and approval
of the Authority may be granted
leave of absence without pay for a
specified period.
(2) An employee to whom leave is
granted under sub-regulation (1)
of this regulation may in the
discretion of the Managing
Director retain his seniority, but
for the purposes of determining
his seniority account shall be
taken of the period granted.
Regulation 55—Sick Leave.
(1) An employee shall be regarded
as being on sick leave if he
is absent from duty on grounds of
ill-health duly certified by a
Medical Officer.
(2) Where an employee on leave is
prevented by ill-health
to resume duty at the end of his
leave he shall take the balance of
his annual leave entitlement, if
any, and shall be regarded on the
expiration of all his annual leave
as being on sick leave for such
period as may be prescribed by a
Medical Officer.
(3) The maximum periods of sick
leave in respect of the various
categories of employees shall be
as prescribed in the Sixth
Schedule to these Regulations.
Regulation 56—Medical Enquiry.
(1) The Authority shall, after the
expiry of a sick leave granted
under regulation 55 of these
Regulations request a Medical
Officer to consider, whether there
is any reasonable prospect of the
sick employee recovering
sufficiently to resume normal duty
in which case he may recommend a
further period of sick leave or
whether to recommend that the
employee be invalidated from the
service of the Authority.
(2) The Authority shall, after the
expiry of such further period of
sick leave as may be prescribed
under sub-regulation (1) of this
regulation, request a Medical
Officer to examine the sick
employee again in the manner
specified in that sub-regulation.
(3) Sick leave without pay shall
not count for the purposes of
earning pay increment or gratuity.
Regulation 57—Maternity Leave.
(1) A female employee on becoming
pregnant may be granted the
proportionate annual leave for
which she is eligible, and in
addition three month's maternity
leave with full pay of which six
weeks, if possible, may be taken
before confinement on production
of a certificate signed by a
Medical Officer stating that the
employee's confinement may be
expected six weeks after the date
of the certificate.
(2) Maternity leave shall be
additional to sick leave.
(3) Maternity leave shall count
towards retiring award or
increment.
(4) A female employee on
resumption of duty after the
expiration of her maternity leave
may be given the opportunity to
nurse her baby for one hour after
four hours of duty on every
working day for a period not
exceeding nine months.
(5) Notwithstanding sub-regulation
(1) of this regulation a female
employee shall be entitled to not
more than two maternity leave in
every five years.
Regulation 58—Leave Travel
Allowances.
All employees shall be given free
transport, and such allowances as
are granted to employees in
similar categories in the civil
service in respect of themselves
and their dependants if they have
to travel from their place of work
to another part of the country,
being their hometown to spend
their annual leave.
PART IX—LEAVING THE AUTHORITY
Regulation 59—Modes of Leaving the
Authority.
An employee may leave the service
of the Authority in the following
circumstances—
(a) on dismissal or removal in
consequence of disciplinary
proceedings;
(b) on compulsory retirement;
(c) on voluntary retirement;
(d) on retirement on medical
grounds;
(e) on resignation in accordance
with such conditions as may be
prescribed;
(f) on expiry or other termination
of special contract or temporary
appointment;
(g) on the abolition of his post.
Regulation 60—Compulsory
Retirement.
An employee may retire from the
service of the Authority on
reaching the compulsory retiring
age for the time being applicable
to employees in the civil service
so however that the Board in its
discretion may not apply this
regulation in respect of employees
appointed on special contract.
Regulation 61—Voluntary
Retirement.
(1) Subject to sub-regulation (2)
of this regulation an employee
may retire from the
service of the Authority at any
time after he has reached the
voluntary retiring age for the
time being applicable in the civil
service if he gives three months'
notice in writing to the Board of
his intention to retire from the
Authority before he attains the
voluntary retiring age or pays
three months' salary in lieu of
such notice.
(2) No employee shall voluntarily
retire from the service of the
Authority unless his application
to retire voluntarily has been
formally accepted by the Board.
Regulation 62—Resignation.
An employee who wishes to resign
shall—
(a) in the case of a junior
employee, give one month’s notice
in writing of his intention before
the date on which he wishes to
resign or pay one month's salary
or wages in lieu of such notice;
(b) in the case of a senior
employee, give three months'
notice in writing of his intention
before the date on which he wishes
to resign or pay three months'
salary in lieu of such notice.
Regulation 63—Termination of
Appointments.
(1) Subject to regulation 7 of
these Regulations in the event of
termination of an employee's
appointment other than dismissal
or removal for misconduct the
Authority shall—
(a) in the case of a junior
employee, give the employee one
month's written notice in advance
of the date on which the
appointment is to be terminated or
pay him one month's salary or
wages in lieu of such notice;
(b) in the case of a senior
employee, give the employee three
months' written notice in advance
of the date on which the
appointment is to be terminated or
pay him three months' salary in
lieu of such notice.
(2) An employee whose appointment
is terminated under sub-regulation
(1) of this regulation shall be
entitled to free transport for
himself and his family from his
Depot or Station to the place of
his first appointment or to his
hometown within Ghana.
(3) Where a civil servant holding
a pensionable office is on
transfer or secondment to the
Authority he shall on termination
of his appointment under
sub-regulation (1) of this
regulation be entitled to such
retiring awards as have accrued to
him under the Pensions Ordinance
(Cap. 30) immediately before the
provisions of the Social Security
Decree, 1972 (N.R.C.D. 127) became
applicable to him.
(4) Where an employee whose
appointment is terminated under
sub-regulation (1) of this
regulation has contributed to the
Social Security Fund he shall be
entitled to his contributions to
the fund in accordance with the
provisions of the Social Security
Decree, 1972 (N.R.C.D. 127).
Regulation 64—Retirement on
Medical Grounds.
An employee shall retire from the
service of the Authority if, in
accordance with the report of a
Medical Officer, it is established
that he is incapable by reason of
infirmity of mind or body of
discharging the duties of his post
and that the infirmity is likely
to be permanent.
Regulation 65—Termination of
Special Contract or Temporary
Appointments.
An appointment on special contract
or temporary appointment shall, if
not terminated earlier for any
other reason under these
Regulations, terminate on the
expiry of the period specified in
the appointment, but any such
appointment may be extended or
renewed at the discretion of the
Board.
Regulation 66—Obligations of
Employees on Leaving the
Authority.
(1) An employee who leaves the
Authority in any of the
circumstances specified in
regulation 59 of these Regulations
shall settle all debts owed to the
Authority by him, and shall hand
over to the Authority all cash or
other properties of the Authority
in his possession or custody.
(2) The Authority shall, on being
satisfied that the employee has
discharged his obligations in
respect of his liabilities to the
Authority, pay the employee all
his earned salary or wages,
allowances and other entitlements.
Regulation 67—Social Security.
The Social Security Decree, 1972 (N.R.C.D.
127) shall be applicable to all
employees including those on
special contract.
PART X—MISCELLANEOUS
Regulation 68—Housing.
(1) The Authority shall generally
be under no obligation to provide
housing accommo-dation for any of
its employees.
(2) Where such accommodation is
however provided the rent payable
shall be at the rates for the time
being applicable in the civil
service.
Regulation 69—Employees’
Co-operative Scheme.
Subject to the approval of the
Board the employees of the
Authority may operate voluntary
co-operative or self-help scheme
for the purpose of providing
financial or other material
assistance to themselves; except
that such a scheme shall be
operated under the supervision of
a senior employee designated by
the Managing Director.
Regulation 70—Confidential
Reports.
It shall be the duty of every
Depot or Station Manager to submit
to the Managing Director on the
31st day of July in each year or
at such other times as the
Managing Director may prescribe
confidential reports in the
prescribed form on all employees
placed in his charge.
Regulation 71—Overtime Payment.
(1) Subject to regulation 50 of
the Labour Regulations, 1969 (L.I.
632) the Authority shall make
provision for time-off or the
payment of adequate remuneration
to eligible employees who work
overtime.
(2) Overtime work shall be paid at
the rate of time and a quarter for
normal working days and at double
time on Saturdays, Sundays, public
holidays and on days when the
employee is other wise not
supposed to be on duty.
Regulation 72—Tools Allowances.
An employee who with the prior
approval of the Authority uses his
own tools in the performance of
his duties shall be paid an
allowance at such rates as may be
prescribed by the Authority.
Regulation 73—Medical Facilities.
(1) Every male employee, his wife
and children, and every female
employee and her children the
names of whom appear in the
personal record of such employee
shall receive free medical
attention including supply of
drugs at the expense of the
Authority at any Government
hospital or other hospital or
clinic approved by the Authority.
(2) For the purposes of
sub-regulation (1) of this
regulation free medical attention
shall not include child delivery,
treatment of illness caused by the
employee's own fault or neglect or
the cost of medical, dental,
optical or surgical appliances
except where these are required as
a result of injury suffered by the
employee in the course of his
employment.
Regulation 74—Industrial
Accidents.
Where an employee sustains
personal injury by accident
arising out of and in the course
of his employment the employee
shall be entitled to compensation
in accordance with the provisions
of the Workmen's Compensation Act,
1963 (Act 174).
Regulation 75—Uniforms and
Protective Clothing.
(1) Where it is considered
necessary, for the purposes of
identification and protection, the
Authority shall provide uniforms
and protective clothing to its
employees who must always wear
these when on duty.
(2) The Authority shall bear fifty
per centum of the cost of such
uniform and the remaining fifty
per centum by the employee payable
within six months by a monthly
instalment deductable at source
from his pay.
(3) Until an employee has paid his
full share of the cost of the
uniform, it shall remain the
property of the Authority and
surrendered to the Authority when
the employees leaves the service
of the Authority.
(4) Protective clothing shall be
supplied to an employee free of
charge and shall remain the
property of the Authority so
however that an employee on
leaving the Authority shall
surrender it to the Authority.
Regulation 76—Transport
Facilities.
All employees are entitled to free
travel on any vehicle of the
Authority to and from their places
of work.
Regulation 77—Certificate of
Service.
The Authority may at the request
of an employee leaving the service
of the Authority issue him with a
certificate of service.
Regulation 78—Union Activities.
All employees are free to join
Trade Unions but are not permitted
to use official time to transact
trade union business.
Regulation 79—Interpretation.
In these Regulations unless the
context otherwise requires—
“Authority” means the Omnibus
Services Authority;
“Board” means the Board as
constituted under section 12 of
the Omnibus Services Decree, 1972
(N.R.C.D. 71);
“Decree” means the Omnibus
Services Decree, 1972 (N.R.C.D.
71);
“double time” shall be a reference
to a double payment in respect of
time worked and “time and a
quarter” shall be similarly
construed;
“employee” means an employee of
the Authority;
“multiple increments” means two or
more increments given for a year's
service.
MAJOR-GENERAL N. A. AFERI, D.S.O.
Commissioner Responsible for Local
Government
SCHEDULES
FIRST SCHEDULE
BOND
KNOW ALL MEN BY THESE PRESENTS AS
FOLLOWS:—
That we
……………………………………......................
)First
……………………………..…………………..…................)Surety
(Occupation and Address) and
………………………………...…………...........................)Second
…………………………………...……………….................)Surety
(Occupation and Address)
the undersigned hereby jointly and
severally bind ourselves our
heirs, executors and
administrators unto the Omnibus
Services Authority for the
faithful discharge by
..................................................................................................................
……………………………………………………………………...
(Relation to Sureties)
Employee of the said Authority of
any duties assigned to him and to
pay for the amount of any losses
caused negligently to the said
Authority by the said
.........................................................................……………………………………………
………………………………………………………………………………………….…...
whilst continuing to be so
employed.
Wherefore we have this ...………… day
of ………………19……………
Put our hands to this bond as
follows:
Signed, Sealed and Delivered in)
the presence
of:
)
………...............……………
………………………………...)
First Surety
……………………………..…..)
Signed, Sealed and Delivered in
)
the presence
of:
)
...............……………………
………………………………....)
Second Surety
……………………………....…)
SECOND SCHEDULE
MATTERS ON WHICH DEPOT OR STATION
MANAGERS SHALL REPORT
1. Appointments, Promotions and
Dismissals.
2. State of Finance—Income and
Expenditure particularly on
purchases and payments.
3. Report on Vehicles.
4. Other occurrences worthy of
note.
THIRD SCHEDULE
ADVANCES FOR THE PURCHASE OF MEANS
OF
TRANSPORT
Paragraph 1—Advances for the
Purchase of Motor Cars.
(1) All applications for advances
to purchase motor cars should be
forwarded to the Managing Director
for approval. Such advances may be
granted only in the following
circumstances:
(a) All employees on a basic
salary of not less than ¢2,000.00
per annum are eligible to receive
an advance for purchase of a motor
car.
(b) Employees on salaries ranging
between ¢1,600.00 and ¢1,999.00
may be entitled to receive such
advances if the Managing Director
is satisfied that they are
required to travel at least 300
miles per month or 3,500 miles per
year on duty.
(c) Employees on a salary of less
than ¢1,600.00 may be granted such
an advance on purely medical
grounds.
(d) Except in the case of advances
granted under the provisions of
sub-paragraph (1) (c) of this
rule, the grant of an advance to
purchase a motor car implies
approval of the maintenance
allowance category appropriate to
the employee's car.
(e) The monthly deductions in
respect of a car advance when
added to other monthly deductions
from the employee's monthly salary
does not financially embarrass
him, that is to say the total
monthly deductions do not exceed
40 per cent of his monthly salary.
(f) The balance of any previous
advance to buy a vehicle must have
been repaid.
(g) No advance may be granted if a
previous similar advance has been
made within six years but this
rule may be waived if the
applicant's present vehicle has in
the opinion of the Managing
Director become unsuitable for the
performance of his duties by some
defect in it (in which case an
Engineer's report from the State
Transport Corporation should be
submitted) or by his posting to
different duties; or if other
circumstances obtain which in the
opinion of the Managing Director
justify another advance.
(h) In such circumstances as
referred to in sub-paragraph (1)
(g) of this rule if the applicant
sells the vehicle in accordance
with the Managing Director's
directions, he may without
repaying the balance of the
previous advance, be granted an
additional advance not greater
than the difference between the
amount received on selling the
vehicle (or the unrepaid balance
of the advance whichever is the
greater) and the limit imposed by
paragraph 2 of this rule so that
he may buy a more suitable
vehicle.
(2) An advance for the purchase of
a car must not exceed any one of
these amounts:
(a) the cost of the car (including
customs duty and purchase tax)
with comprehensive insurance for
the first year;
(b) a maximum of ¢5,000.00 plus
first year's insurance premium.
(3) Advances, together with
interest of 5 per cent per annum,
on the diminishing balances, must
be repaid in equal monthly
instalments over a period not
exceeding:—
72 months for a new motor car or
for one which has been licensed
for less than one year;
60 months for a motor car which
has been licensed for one year but
less than two years;
48 months for a motor car which
has been licensed for two years
but less than three years;
36 months for a motor car which
has been licensed for three years
but less than four years;
24 months for a motor car which
has been licensed for four years
but less than five years;
12 months for a motor car which
has been licensed for five years
but less than six years.
(4) An employee who is on special
contract or temporary appointment
must repay the advance at such a
rate that the balance outstanding
at the end of the leave following
the last tour of his present
engagement does not exceed the
gratuity, if any, that may then be
due to him.
(5) Applications for advances to
purchase motor cars must be
submitted on the prescribed Form
for approval by the Managing
Director through the Depot or
Station Manager together with the
following:
(a) where the car is new and is
being bought from a recognised
firm in Ghana, pro forma invoice
giving details of the car and
selling price;
(b) where the car is new and
home-delivered direct to
applicant, shipping and customs
documents, and certificate of
valuation and full engineer's
report from the State Transport
Corporation;
(c) Where the car is second-hand
and is being purchased in Ghana, a
certificate of valuation and full
engineer's report from the State
Transport Corporation and a letter
from the seller of the car that he
has agreed to sell it to the
applicant stating the selling
price;
(d) notice of Change of Ownership
(Ghana Police Form D)—the new
owner of the car will be the
Authority and the applicant; and
(e) prescribed Agreement Form in
respect of the grant of the
advance duly completed by the
applicant.
Paragraph 2—Advances for the
Purchase of Motor Vehicles other
than Motor Cars, namely, Motor
Cycles, Scooters and Auto-Cycles.
(1) The Managing Director may,
provided a maintenance allowance
has been approved by the Board for
the post which the applicant
holds, grant an advance for the
purchase of a motor vehicle other
than a motor car of the approved
category to—
(a) any employee on a salary of
not less than ¢1,600 per annum;
(b) an employee whose salary is
less than ¢1,600.00 if the Depot
or Station Manager is satisfied
that the vehicle to be purchased
is essential and in all respects
suitable for the efficient
performance of the employee's
duties.
(2) Such an advance may not be
granted if a similar advance has
been made within five years, and
must not exceed any one of the
following amounts:—
(a) the cost of the vehicle
(including customs duty and
purchase tax) with comprehensive
insurance for one year;
(b) the employee's basic salary or
in the case of:—
(i)
Category 1 Vehicle—maximum advance
of ¢250.00;
(ii) Category 2 Vehicle—maximum
advance of ¢400.00;
(iii) Category 3 Vehicle—maximum
advance of ¢550.00; whichever is
the greater. The balance of any
previous advance to buy a vehicle
must have been repaid. The vehicle
to be purchased must have been
licensed for the first time less
than five years from the proposed
date of purchase.
(3) Advances, together with
interest of 5 per cent per annum
on the diminishing balances, will
be payable in equal monthly
instalments over a maximum period
as prescribed in sub-paragraph (3)
of this paragraph.
Paragraph 3—Advances for the
Purchase of Bicycles.
An advance for the purchase of a
bicycle may be granted by the
Managing Director to any employee
with more than one year's service,
in the following circumstances:—
(a) The Depot or Station Manager
must be satisfied that a bicycle
is necessary for or contributory
to the efficient performance of
the employee's duties and approval
for the attachment of the
appropriate maintenance allowance
to the employee's post must have
been given by the Board.
(b) The advance must not exceed
¢60.00 or the cost of the bicycle
with comprehensive insurance for
the first year whichever is the
less.
(c) The balance of any previous
advance for the purchase of a
vehicle must have been repaid.
(d) No advance may be granted if a
similar advance has been made
within three years, unless there
are special grounds which in the
opinion of the Managing Director
justify a waiver of this rule.
(e) An advance, together with 5
per cent per annum on the
diminishing balances, must be
repaid in equal monthly
instalments over a period not
exceeding two years.
Paragraph 4—Sale of Vehicles.
The approval of the Board must be
obtained before the sale of a
vehicle in respect of which any
advance is outstanding.
Paragraph 5—Vehicles to be
Insured.
(1) All means of transport
purchased with an advance from the
Authority should, as long as any
amount of the advance remains
outstanding, be insured
comprehensively with a reputable
Insurance Company. The Authority
will make direct payment to the
Insurance Company for the
comprehensive insurance of the
vehicle for the first year.
Thereafter, the employee will keep
the vehicle comprehensively
insured for an amount equal to or
greater than the advance
outstanding until the advance has
been fully repaid. The Authority
may, on receipt of an application
from an employee grant an
interest-free loan equal to the
insurance premium and payable by
six equal monthly instalments.
Employees will be required to
produce within a week of the
expiry of an insurance policy an
evidence of renewal.
(2) The Managing Director may
request an employee to produce at
the appropriate dates annually the
insurance in respect of a vehicle
for which an advance has been
granted and has not been fully
repaid. Where an employee neglects
to insure a vehicle in respect of
which there is an outstanding
advance, the Managing Director may
take steps to have the vehicle
insured and the cost deducted
outright from the pay of the
employee.
(3) Recommendations for approval
of transport maintenance or
mileage allowance shall be
submitted to the Managing
Director.
FOURTH SCHEDULE
TRAVELLING (OVERNIGHT) ALLOWANCES
(a) In Ghana:
Salary per
annum
Rate per night
¢
Over ¢3,000.00 per annum .
. . . . .
. . 5.00
¢1,000.00 to ¢3,000.00 per annum
. . . . . .
3.00
Below ¢1,000.00 per annum .
. . . . .
. . 1.50
(b) Where an employee spends the
night outside Ghana on official
business he shall be paid an
allowance at the rates approved by
the Government.
FIFTH SCHEDULE
ANNUAL LEAVE ENTITLEMENTS
Employees on salary
of
No. of working days
¢1,250 and above per annum .
. . . . . .
. . . 28
¢800 to ¢1,249 . . .
. . . . . .
. . . . . 24
¢501 to ¢799 . . .
. . . . . .
. . . . . 18
¢500 and below . . .
. . . . . .
. . . . . 15
SIXTH SCHEDULE
MAXIMUM PERIODS OF PAID SICK LEAVE
Category of Employee
Maximum Period on Full Salary
Maximum Period on Half Salary
Period without
Salary
Special Contract, Expatriate
and other Senior Employees
..
6
months
6
months Sick leave in excess
of 12 months in any period of 4
years.
Employees with five years or more
continuous service .. ..
3
months
3
month Sick leave in
excess of 12 months in any period
of 4 years.
Employees with less than five
years continuous service ..
..
3
months
3
months Sick leave in excess
of 6 months in any period of 12
months.
Employees with less than twelve
months continuous service
..
—
—
All sick leave.
Date of Gazette Notification: 28th
September, 1973.
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