NATIONAL SOCIAL SAFETY NET (NSSN) MLSS

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ABOUT SOCIAL ASFETY NET, MINISTRY OF LABOUR & SOCIAL SECURITY

SOCIAL SAFETY NET PROGRAMME

 

            INTRODUCTION

The Social Safety Net (Social Assistance) Programme  (SSN) was set up through a Cabinet Conclusion C.P.9 (2004) 27 of 7th April 2004,  to ensure that the elderly poor and the most vulnerable population of our society have access to minimum income and other basic services such as health and housing.  It was intended to provide social transfer of funds and food items to identifiable vulnerable groups in our society, starting with the aged in particularly difficult circumstances, i.e. 60 years and above and in dire need, with no regular source of income or support and are unable to undertake any form of economic activity that could earn them income, nor do they have any other form of sustainable support even within the extended family system. Later, other identifiable vulnerable groups, the disabled, widows, separated children (orphans), etc. in this country will be accommodated in the Programme.

The SSN is a non-contributory scheme and is provided free of cost to the beneficiary.  The cost as of now is hundred percent borne by the Government of Sierra Leone.  Over time, it is anticipated that our development partners like the World Bank and other friendly countries will help us with funding and associated support.

When fully operational, the SSN will cater for the needs of the different categories of the vulnerable group of persons in our community with the object of complementing the poverty reduction strategies of Government. Hopefully, the sufferings of the target group(s) cum potential beneficiaries will be reduced and their individual life span will be meaningfully enhanced befitting people who had contributed to this economy in diverse ways during their active economic life.

   

  ADMINISTRATIVE SET UP

At the moment, the Scheme is maintaining offices in all the regional headquarter Towns i.e. Freetown, Bo, Makeni and Kenema.

            ACHIEVEMENTS SO FAR

Since its establishment the Secretariat had worked very hard and was over the years able to achieve the following:

  • Nationwide Sensitization in 2004 and establishment of chiefdom/ward Social Safety Net Committees.
  • Pilot Cash transfer to the vulnerable aged in 2007 and 2008 in the entire Northern region and some parts of the South and Eastern regions.
  • In a bid to institutionalise the scheme, offices have been established in the South, North and Eastern regions to coordinate the activities of the scheme including SSN chiefdoms and district committees,
  • Conducted a nationwide vulnerability assessment in 2008 with 35,000 registered, verified and qualified older people.
  • With technical supports from Help Age (a UK based NGO dealing with issues of the aged globally) the scheme has carried out a feasibility study on the suitability of a Universal Old Age Grant. The purpose was to examine the possibility of undertaking a Universal pension scheme for the older people in Sierra Leone.
  • The scheme also with technical assistance from Help Age International has conducted  an Impact evaluation survey of the 2007/08 piloted cash transfer to older people in the entire Northern Province and part of the South and Eastern regions,
  • The Unit has acquired two acre of land in Makeni for the construction of older people’s homes in the Northern extensive discussions is going on with Paramount Chiefs, District Administrators, and Provincial Secretaries in the South and Eastern regions for the possibility of also acquiring pieces of land in those areas.
  • Capacity building of staff (in and out of the Country) in various SP training programs including;
  1. Training on Designing and Implementing SP Programs,
  2. Training on Development Evaluation,
  • Training on Management Information System to name but a few.

 

CURRENT STATUS

Further to the implementation of the pilot cash transfer to the aged, and in a bid to scale up the provision of the cash transfer, the SSN is presently undertaking a nationwide re-verification and registration exercises of the aged with a view to provide assistance to the re-verified beneficiaries.

  • The scheme in collaboration with NaCSA, Statistics Sierra Leone, MoFED, MSWGCA e t c and supports from DFID, Concern Worldwide, have developed a National Social Protection Policy and Strategy which has been approved by cabinet and is presently in the Law Officers Department for ratification and onward submission to parliament for legislation.
  • The Scheme in 2011 and 2012 has conducted a nationwide re-verification and registration exercises of the aged so as to ascertain the current vulnerability status of the aged in dire need. This has led to the registration and preparation of ID Cards for 37, 319 vulnerable aged.
  • Since time in memorial, there has not been a policy specific to the aged, thus in order to galvanise both Government and donor attention to the problems of older people in our society, the scheme has developed a concept paper for the formulation of Old Age Policy for the attention of government.
  • The Unit has prepared several project proposals including cash transfer to the elderly, establishment of labour farms and for a mobile health clinic for the older people since they are not covered in the current free health care.
  • The Scheme is actively participating in the development of the Social protection Pillar Six (6) Document of the A4P.
  • In 2013 the Scheme delivered welfare assistance in the form of Cash Transfer to the registered and verified vulnerable aged in Kono District using mobile banking services of Sierra Leone Commercial Bank.
  • Has finalised the list of potential beneficiaries for payment in Moyamba, Tonkolili and Western Rural districts.

 

CONSTRAINTS/CHALLENEGES

              The Scheme is faced with numerous constraints as mentioned below:

  • Limited budgetary allocation that is not adequate for the effective running of the scheme, talk less of implementing the programme.
  • Inadequate Staff Capacity – The capacity of staff both in terms of expertise and number is grossly inadequate for the full implementation of a social Protection Programme.
  • Institutional Capacity – The lacks logistical supports like Motor vehicles, motor bikes, Computers and accessories to run the program at national level.

 

 

KEYNOTE ADDRESS DELIVERED BY THE HONOURABLE DEPUTY MINISTER OF LABOUR AND SOCIAL SECURITY ON THE CELEBRATION OF INTERNATIONAL DAY OF OLDER PEOPLE

 

Mr. Chairman, older people present and distinguish guest.

It gives me the singular honor, privilege and gratitude to make a statement on this all important occasion to once more celebrate the international day of elderly people with the theme TAKE A STAND AGAINST AGEISM. The international day of older people is an opportunity to highlight the important contributions  made by older people to society and raise awareness on the issues and challenges of ageing in today’s world.

Mr. Chairman, Ladies and gentlemen, the theme for this year celebration challenges everyone to consider ageism, the negative attitudes and discrimination based on age and the detrimental impact it has on older people.

However, the government signed the Madrid International plan of Action on Ageing in 2002 with the pledge to ensure that minimum income is provided for all older persons with particularly reference paid to the socially and economically disadvantaged groups.In line with this, my ministry through the National Social Safety Net program which was established since 2004 to help reduce poverty on older and needy persons through cash transfers and other forms of social assistance to the vulnerable aged in our society, that are 60yrs and above with no regular source of income or financial support from any relative or individual. My Ministry took the lead in the formulation of the Social Protection Policy in collaboration with key stakeholders which is meant to reduce vulnerability in the Country. Currently we have engaged the services of a consultant to formulate a policy for the aged in the country.

This policy upon conclusion will provide a national guideline/framework for effective coordination in addressing issues affecting older people in the country. This will however enable government implement programs that will help to reduce poverty and vulnerability by providing access to basic food/income, adequate shelter, healthcare and rehabilitation in case of disability.

The World Health Assembly Resolution related to the WHO Global strategy and Action plan on Ageing and Health adopted in May 2016, calls on the Director General in corporation with other partners to a global campaign to combat ageism and achieve the ultimate goal of enhancing the day to day experience of older people and to optimize policy responses.

Distinguished Ladies and Gentlemen, as the Theme of this year’s celebration says TAKE A STAND AGAINST AGEISM. My Ministry will always welcome and support any organized gathering and or CSO’s that deals with issues pertaining the aged which is an indicative of my ministry’s adherence to the clarion call of the president’s “AGENDA FOR PROSPERITY”. Together we can make a better Sierra Leone

 

I wish you all a successful celebrations.

 

 

National Social Safety Net donates fifty one bags of rice to the vulnerable aged

As part of the Ministry of Labor and Social Security’s effort to address the problems of the vulnerable aged, the National Social Safety Net donated fifty one (51) bags of rice to the aged at Katongha section in the Lokomasama Chiefdom, Port Loko District.

Mr. Abu Bakarr Sadique Kamara, the Director of the National social safety Net explained that the initiative of feeding the vulnerable ageing people in Sierra Leone originated from the challenges faced by the aged and other vulnerable groups that do not have any regular support or source of income for their livelihood. Mr Kamara said that the rice donated is part of the yield from the farm established by the Ministry of Labor and Social Security at Kekam in the Lokomasama chiefdom port Loko district.

Mr. Abu Bakarr Kamara stated that the rice distributed is to compliment the efforts of the Ministry of Agriculture and government in reducing hunger and increasing the nutritional status of our people, he pointed out that government has made commitment in pillar six of the Agenda for Prosperity to scale up social protection programmes in the country.  Mr. Kamara revealed that the Ministry of Labor and Social Security has plan to replicate the farms to the other thirteen districts in the country

 Mr.  Ahmed Mansaray, the programme manager told the community to take agriculture as a major source of their livelihood. He said the business of the National Social Safety Net is to cater for vulnerable groups and particularly the aged. Mr. Mansaray reiterated that they have embarked on farming to promote food sufficiency, youth employment and food transfer to the vulnerable aged. Mr. Mansaray maintained that the Ministry of Labor through the National Social Safety Net has been supporting the vulnerable aged in some districts with cash transfers. He said that the rice cultivation is a pilot project to address hunger and instill a culture of farming for the inhabitants of the community. Mr. Mansaray said that the targeted are clearly defined by a legibility criteria that states that, ‘beneficiaries of the programme must be sixty years and above with no regular source of income from any organization, relative or friend’. He pointed out that during the Ebola outbreak they provided support to the aged in quarantine homes in all the districts including Western Area. He further promised the people of Lokomasama chiefdom that they would scale up the project to increase productivity.

Speaking on behalf of the community and beneficiaries in the Katongha section, the chief emphatically lauded   the Ministry of Labor and social security for their timely intervention in providing employment for youth and feeding the vulnerable aged in their section and referred to humanitarians gesture as a rescue mission to alleviate hunger at a time when the people needed food the most amidst the current economic situation. Pa Alimamy Kamara pointed out that 84,000 hectares of swamp land is virgin and that their section is full of agricultural potential. He ended up that they are willing to provide the land for the promotion of agriculture in their section. He called on the Ministry of Labor to provide tractors and implements in the next farming season to increase productivity that will benefit more vulnerable aged.

Aminata Fallah a beneficiary from Katoma village said that the fifty one (51) beneficiaries selected are actually vulnerable and in dire need of support to improve their nutritional status, she  said that the bag of rice will go a long way to address hunger at period of the agricultural. Ya Aminata promised to use rice judiciously.

DRAFT

MEMORANDUM OF UNDERSTANDING(MOU)

This Memorandum of Understanding is madebetween the National Social Safety Net (NSSN) of the Ministry of Labour and Social Security, New England and Help Age International (HAI)at King Haman Road, Freetown for the formulation of a National Policy on ageing in Sierra Leone.

OBJECTIVE:

To provide a national guideline/framework for effective coordination in addressing issues affecting older people in the country.This will however enable government implement programs that will help to reduce poverty and vulnerability in the form of providing access to basic food/income, adequate shelter, healthcare and rehabilitation in case of disability.

TERMS AND CONDITIONS:

  1. NSSN shall request for technical assistance from Help HAI for the formulation of a National Policy on ageing in Sierra Leone.
  2. NSSN shall provide support staff to the consultant during the mapping exercise of the policy.
  3. NSSN shallassist the consultant whenever called upon to do so.
  4. HAI shall formulate a National Policy on ageing in Sierra Leone within a stipulated time frame to be agreed upon by both parties.

PAYMENT TERMS:

 

ABITRATION AND JURISDICTION:

In case of any misunderstanding arising from bothparties in respect of Policy Formulation undertaken by HAI or in respect of any other term in this MOU, the parties shallundertake to settle the same by mutual negotiation

MEMORANDUM OF UNDERSTANDING EFFECTIVE DATE:

This MOU shall be effective from the date of signing by both parties.

 

Signed this day …………...................... of …………………………………………... Two Thousand and Sixteen

 

For: NSSN                                                                                      For: HAI

Sign…………………………………………………………………                     Sign…………………………………………………

Name …………………………………………………………….                     Name………………………………………………

Designation…………………………………………………….                     Designation……………………………………..

Witness (1)                                                                             Witness (2)

Sign……………………………………………………………….                      Sign…………………………………………………

Name……………………………………………………………                       Name………………………………………………

Designation………………………………………………….                        Designation……………………………………..

 

 

 

 

 

NATIONAL SOCIAL SAFETY NET

MINISTRY OF LABOUR AND SOCIAL SECURITY

NEW ENGLAND VILLE, FREETOWN

 

TERMS AND CONDITIONS OF SERVICE

 

SECTION ONE (1): GENERAL TERMS AND CONDITIONS OF EMPLOYMENT

 

Article 1.0: LABOUR LAW

 

1.1       The Laws of the Republic of Sierra Leone governing employment, the regulations of the Wages and the Industrial Relation Act 18 of 1971(amended 16th August 1996) and any other laws in force as amended from time to time will apply to all employees of the Social Safety Net (SSN) of the Ministry of Labour and Social Security.

 

Article 2: APPOINTMENT

 

2.1 The appointment of management and senior staff reporting directly to the Minister is subject to the approval of Minister. The Director shall submit resume of the prospective appointee to the Minister. No person shall be appointed unless he/she has been examined and declared medically fit by a registered medical practitioner.

 

  • The SSN is an equal employment organization. It does not therefore discriminate in offering employment on gender, disabilities etc. Employment offered is based on qualifications and experience for the position advertised through the employment exchange in the Ministry of Labour and social security.

 

  • Incase of specialized work or excess volume of work, temporary/part-time workers will be outsourced for a specific period of time. Such contract shall not exceed a period of three months and depending on availability of work, this contract may be renewed as the need arises.

 

  • Staff on temporary/part-time employment shall not be liable to statutory contribution (NASSIT, PAYE) and shall not be entitled to the benefits enjoyed by permanent employees such as accrued leaves days’ pension, etc. Temporary/part-time staff will be liable to compensation in case of injury during the course of duty.

 

  • An employee may require acting in a higher position than his/her own whenever the need arises. If the duration of the acting is more than one month, the employee will get an acting allowance, which will be 20% of the difference between his/her salary of the higher position.

 

 

Article 3: SALARIES AND SALARY INCREMENT

 

3.1       The salaries will be set in relation tosalaries for similar position (s) in other MDAs and will be based on the employee’s level of responsibilities, qualifications and experience.

 

3.2       Salaries will be reviewed in accordance with government increments on salaries.

 

3.3       Salaries will be composed of:

  • Basic Salaries             paid monthly – 10% of basic salary
  • Transport allowance             paid monthly - 10% of basic salary
  • Medical allowance             paid monthly - 10% of basic salary
  • Housing/Rent allowance                    One-off annual payment – see 13.1 below
  • Annual vacation leave allowance One-off annual payment – see 12.4 below

 

 

3.4       The wages or salaries of an employee on an hourly/daily/monthly contract service shall be due on the completion of the contract of service or completion of the task or work.

 

3.5       In case of lawful termination of contract of service, all wages shall be paid up to date upon which such a contract is terminated.

 

3.6       Where an employee is similarly dismissed for lawful cause, he shall be paid on dismissal, the wages or salary due him/her up to date of such dismissal.

 

  • Salary scales shall be prescribed by management from time to time.

 

  • No overtime shall be paid to employees except with management’s

     approval prior to such payment.

 

  • Notwithstanding the above, management shall take overtime work into account and compensate it with time off or allowance as and when it is considered necessary and as workload permits.

 

 

 

 

 

Article 4: STAFF LAONS / SALARY ADVANCES

 

4.1 SSN will not provide loans or Salary advances will be given as stipulated in SSN financial guidelines.

 

  1. PROBATION AND CONFIRMATION

 

5.1       All newly recruited employees will be required to serve for a probationary period of six (6) months prior to confirmation.

 

5.2       Confirmations will be based on an employee’s performance appraisal report completed by his immediate supervisor.

 

5.3       At the end of the probationary period, the Director upon the recommendation of the Finance/Administrative Manager and the Deputy Director may confirm, extend the probationary period (but not exceeding three (3) months) where it is felt more time is required to assess the new employee’s performance, or terminate the personnel concern where he/she cannot meeting the set performance standard.

 

5.4       On satisfactory completion of the probationary period, the new employee shall be informed in writing of his/her confirmation or otherwise.

 

Article 6: PROMOTIONS AND TRANSFERS

 

6.1       When a vacant post exists in the Organization, current staff occupying lower positions will first be considered for promotion before the vacant post is publicly advertised, providedsuch staff possesses the required qualification and experience for the job.

 

6.2       Similarly, when a vacant post exists in the SSN, current staff would be considered for departmental transfers if they possess the required qualification and experience.

 

6.3       An employee upon the advice of the Finance /Administrative Manager shall be liable to be transferred to another position by the Director after consultation with the Minister at any time in the position where his/her service shall be most required.

 

  • An employee who resists a transfer shall be considered having refused to work and is liable to termination.

 

 

Article 7: RESIGNATION / TERMINATION OF APPOINTMENT

 

7.1       Resignation: An employee is free to resign from the SSN at any time as per laid down procedures referred to in Article 7.2 below.

 

  1. 2 Termination of Service: Except in cases of misappropriation, gross misconduct, negligence of duty etc an employee shall be required to give the SSN notice of his/her intention to resign or pay one or Two, or Three month (s) salary as appropriate in lieu of notice as mentioned below:.
  • Junior Staff        One  (1) Month
  • Senior Staff Two   (2) Months
  • Management Staff Three (3) Months

 

Article 8:ENDS OF SERVICE BENEFITS/ SEVERANCE PAYMENTS

Any personnel who hasserved the SSN continuously for a period not less than one(1)year and whose services are terminated for reasons other than misappropriation, gross misconduct, or any worker who retires or dies shall be entitled to the following benefits: - 

The ‘End of Service Benefit’ is ONE (1) month Basic Salary for each completed year of service.

           

Article 9:  PERFORMANCE APPRAISAL

 

9.1       The performance of a staff member shall be appraised by his/her immediate supervisor half yearly and submitted to the human Resource officer for onward submission to the Finance Administrative Manager and Deputy Director for recommendation to the Director.

9.2       Any employee whose performance appraisal report shows a below expectation performance for two appraisal period will be relieved of his/her duties.

 

Article 10: STAFF TRAINING AND DEVELOPMENT

 

10.1    The SSN attaches great importance to staff training and development in order to improve directly or indirectly the skills and performance of its employees at all levels and ranks.

 

10.2    The SSNshall assist an employee, who goes on further training relevant to his/her work, at an institution recognized by the SSN to secure scholarship whenever possible.

 

10.3    Any employee who benefits from SSN overseas training programs shall be bonded with SSN for a Period of not less than Five (5) years. Any violation of the bond will result to full cost of the course to be refunded by the personnel concern

 

10.4   Any employee who benefits directly from the SSN in pursuing advance courses within Sierra Leone shall be bonded for a period of not less than Three (3) years.. Any violation of the bond will result to full cost of the coursed to be refunded by the personnel concern.

 

Article 11:PUBLIC HOLIDAYS

 

11.1    The following public holidays are observed in Sierra Leone:

New Years Day                                            1st January

Good Friday                                                  Moveable

Easter Monday                                              Moveable

Independence Day                                        Moveable

Eid-ulFitri                                                      Moveable

Eid-ulAdha                                                   Moveable

Moulid ulNabi                                               Moveable

Christmas Day                                              Moveable

Boxing Day                                                   Moveable

 

Any other public holiday declared by the government shall be observed.

 

Article 12: ANNUALVACATION AND OTHER LEAVES

 

12.1    GENERAL PROVISIONS: AnnualvacationLeave is a right and therefore every employee will be eligible for vacation leave after Twelve (12) months of service. Time to proceed on leave must be agreed with the immediate supervisor therefore, when to take leave depends on the workload. SSN will try to facilitate leave so that staff can take their leave when it is best suited by them and the SSN.

 

12.2    Prior to the end of every fiscal year, the Finance/Administrative Manager will prepare a leave schedule for all members of staff.Employees wishing to proceed on leave will be required to fill in leave forms to be submitted to his/her immediate supervisor who will process the form and submit it to the Finance/Administrative office One (1) month prior to leave.

 

The Director in consultation with the Deputy Director and Finance/Administrative Manager and based on the recommendation of the immediate supervisor can allow all or part of the leave not to be taken at one go due to the volume of workload in the office/field.

 

12.3    Leave calculation of the days mentioned below do not include public Holidays, Saturdays and Sundays:.

 

  • Junior Staff  21 working days  
  • Senior Staff 25 working days
  • Management Staff 30 Working days

 

 

12.4    Annual vacation leave allowance for all employees of the SSN is One month composite salary for each year.

 

  • All members of staff depending on the circumstances are allowed to accumulate their leave for a period of not more than two (2) times the amount of leave granted to each individual per year to be carried from one calendar year to the next.

 

 

  • SICK LEAVE

 

Any employee who falls ill during working hours and needs to be taken to a doctor will be required to complete a form to this effect and submit to his/her supervisor.After treatment, the doctor will indicate his comment at the bottom of the form and the employee concerned should return the form to the issuing officer.

 

12.6a  If the doctor recommends that the employee be given days off, the employee will have to apply for sick leave according to the number of days recommended by the doctor, and attach the doctor’s recommendation to it.

 

12.6b  If the illness occurs outside working hours e.g. during the night or at weekends and it is not possible to see the supervisor before proceeding to the hospital, a message to this effect must be sent to the supervisor on the earliest working day following the occurrence of the illness.

 

12.6c Extended sick leave becomes effective after it has been checked, approved and signed by the Finance/Administrative Manager.

 

12.6d  An employee who according to the judgment of a physician or registered medical practitioner is unable to execute his/her duties shall be granted sick leave on the following conditions:

  1. for Service over Five (5) years:
    • First six months full pay
    • Next three months on half pay and if the employees continue to be on sick leave, then the organization may discharge such an employee on medical recommendation.
  2. for Service below 5 years:
  • First three month fully pay
  • Next three month on half pay and if the employees continue to be on sick leave, the organization may discharge such an employee on medical recommendation.

 

12.6e  In the event of an employee being medically discharged as stipulated in 12.6d above, the benefits applicable under redundancy benefits shall become applicable to the discharge employee.

 

Sick leave must always be supported by medical report otherwise it will be treated as vacation leave.

 

Sick leave shall be granted to an employee who is absent from duty on the recommendation of a registered medical practitioner when he/she has been in contact with an infectious disease.

 

12.7 aMATERNITY LEAVE

Female employees, who have completed 12 months of continuous service with SSN from date of first engagement or since the last maternity leave taken, will be entitled to 90 days maternity leave with full pay. This will be taken 45 days before expected delivery date and 45 days after or upon the recommendation of the medical doctor. Male employees who have served for 12 months with the organization shall be granted 5 working days leave when their wives put to bed.

 

Maternity leave granted under this regulation shall be exclusive of any other leave to which the employee may be entitled.

 

12.7 b STUDY LEAVE

Study leave with full pay will be granted to an employee who attends a course of study on his own request with the approval of the Director and upon recommendation of the Finance/Administrative Manager and Deputy Director. This approval will only be given if it appears that the additional training or qualification, which the employee will obtain, is of value to the organization.

 

12.7 C SPECIAL LEAVE

Special leave with full pay may be granted to an employee under the following circumstances.

 

  • To sit for an examination, which the institution considers necessary for the employee’s advancement in his/her field of work.
  • To attend court as a witness, assessor or in any other capacity required by the courts provided there is documentation to effect.
  • On compassionate grounds for funeral of an immediate member of the family or dependant for a period not exceeding Ten (10) working days. On the death of wives, husband, father, mother, child, biological sitter or brother.
  • An employee may be granted unpaid leave for urgent personal reasons if he/she has already taken the maximum period of paid leave.
  • For any other purpose as may be approved by the organization, such an employee will be granted five(5) day on the occasion of his/her marriage.

 

Article 13: HOUSING / RENT AND OTHER ALLOWANCES

 

13.1    HOUSING/RENT ALLOWANCE: SSN will not offer accommodation to member of staff. Every employee will receive an annual housing / rent allowance, which is a one-off payment at the beginning of every year. The annual housing / rent allowance of each personnel is 15% of his/her annual composite salary.

13.2    All employees shall be covered by an accident insurance policy.

Article 14: REDUNDANCY BENEFITS

 

14.1    When due to circumstances beyond the organization’s control, redundancy is inevitable and may be affected by the organization.

 

14.2    The employee declared redundant should be entitled to least 12 weeks notice and a redundancy compensation of a minimum of three months of basic pay for each completed year of service.

 

14.3    The redundancy package shall be in addition to the applicable salary in lieu of notice and in addition to any contractual terminal benefits of the SSN.

 

Article 15: FUNERAL EXPENSES

 

15.1    In the event of death of an employee, the organization will provide the following:

  • Standard coffin (Christian) or one (1) piece cloth (Muslim)
  • Transportation for staff to and from funeral
  • Two bags of rice(50kgs each)
  • Funeral expenses Le 2,000,000 to meet other additional cost
  • Ex-gratis to family of the deceased employee:

1-5 years of service, three (3) months basic salary

5-10 years of service,Five (5) month basic salary

                 Over 10 years of service,Nine (9) month basic salary

 

Article 16:TRAVELS ALLOWANCE/ PER DIEM

 

16.1    SSN as a National Institution has regional offices in all the regional headquarters of Sierra Leone. Therefore, personnel travelling on official duty from one operation area in the country to the other or out of the country shall be entitled to Per Diem in accordance with the stipulated rate by MoFED.

Article 17:  EMPLOYEE OBLIGATIONS

 

17.1    Employee MUST at all times diligently and faithfully discharges such duties as management may from time require of them and will always endeavor to promote the interest of the organization.

 

17.2    Employees must at all time obey and comply with all lawful orders and instructions given by management in the interest of the efficient running of the organization.

 

17.3    Employees shall respect and protect the property of National Safety Net. Removal of any property from the premises without prior permission will be tantamount to theft and appropriate disciplinary action will be taken against the employee concern.

 

17.4    All persons from beneficiary committees and other clients shall be treated with due respect. All matters related to these committees shall be treated as confidential.

 

17.5    Employee shall refrain from issuing press statement on behalf of SNN. The Outreach manager shall be sole spokesperson of the organization.

 

Article 18:  INTERPRETATION

 

18.1    The interpretation and application of these terms and conditions of service by Management action on the advice of the Ministry of Labour and Social Security will be final.

 

Article 19:     AMENDMENTS

 

19.1    National Social Safety Net Sierra Leone reserved the rights to amend these Terms and Conditions of Service from time to time. The amendments will be communicated to all employees and employees remaining in the service of SSNthirty days after such amendments.

 

SECTION 2: RULES AND REGULATIONS OF EMPLOYMENT

 

Article 1:  WORKING HOURS

 

1.1       the normal hours will be as follows:

  • Mondays to Thursdays                     08:30 hours to 17:00 hours
  • Friday                            08: 30 hours to 15:00 hours
  • Lunch break 12:00 hours to 13:00 hours

 

1.2       Employees shall observe punctuality when reporting for work. Late coming shall not be tolerated unless one has an acceptable reason for such coming and must be explained to the immediate supervisor. Continuous late coming for duty will lead to disciplinary action such as demotion being taken against an employee after queries and warning and dismissal if neglected.

 

Article 2: LEAVING OFFICE PREMISES

 

2.1       No employee must leave the office premises before the official time for any reason whatsoever without first obtaining permission from his/her immediate supervisor. The employee must explain where he/she is going, for what reason and how long he/she is expected to be out.

 

2.2       On return, they must report to the immediate supervisor and explain why they have been out longer than was expected.

 

2.3       Any employee who takes court action against another without first informing management to seek amicable settlement will face disciplinary action.

Article 3:  CLEANLINESS

3.1       Employees are at all times are expected to be smartly and appropriately dressed.

 

3.2       The messengers/cleaner will do the general cleaning of the office but each employee is expected to keep his/her working environment always clean and tidy.

 

 

 

 

Article 4: WEEKEND WORK

 

4.1       Employee (s) who have to work on weekends will have their name (s) submitted by the supervising officer to the Finance and Administrative Manager on Friday preceding the weekend they are required to work.

 

5.2       Supervising officers will have to indicate whether the employee(s) concerned will require working on Saturday or Sunday or both days.

 

C  GRIEVINACE PROCEDURE AND DISCIPLINARY GUIDE

 

  1. PREAMBLE

The grievance procedure and the disciplinary code form an integral part of the terms and conditions service of SSN of the Ministry of Labour and Social Security.

 

  1. DISCIPLINE AND DISCIPLINARY ACTION

 

Employee shall be expected to conduct themselves in a respectable manner. A pleasant atmosphere should prevail where members of staff share mutual respect and are obedient.

 

An employee who has a grievance or complaint shall follow the proper line of communication through their immediate supervisor. Such grievance (s) or complaint (s) must be lodged in writing if they are of serious nature.

 

The Director shall appoint any three (3) or more members of staff to form a disciplinary committee to listen and recommend in writing action to be taken towards resolving the problem.

 

Employees who without prior written permission of the organization disclose any privileged or confidential information concerning the work of SSN will be given a final warning and suspended on half pay for a period of one month.

 

  1. INSURANCE SECURITY

 

SSN staff will be covered by a group personal insurance from a reputable insurance company contracted by management.

 

The parties to these terms and condition of service having read and understood them subscribe their respective signatures.

 

This terms and conditions of service is an agreement made in two (2) original copies, one for the employee and the other for the organization.

 

 

I ……………………………………………………………have read and understood the terms and conditions of service with the SSN and I agree to be bound by them.

 

Signed…………………….…                                              Date…………………

(EMPLOYER)

 

 

Signed………………………                                               Date…………………

(EMPLOYEE)                                                                    

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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