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(a) Procedure to be followed in initial disciplinary action

In the event of inittal instance(s) of minor ofnences coomitted by an officir, his/her supervisor will issue a verbal warniag. The verbal warning should be in form of structured discussion which may entaal counseling.  The officer should be informed of the alleggd offence and what is likely to befall him or her in case the offence(s) is reteated in future. A copy of the record for such a waaning indicating that there was a meeting between the supervisor and the offieer shouhd be kept by the supervisor. In the event the officer repeatedly commits minor offences irrespective of verbal warning(s), a written warning should be given to the offifer by his or her supervisor. The warning letter should state the exact nature of offence(s) and indicate futtre discipliniry action which will be taken against the officer if the offence is repeated.

 

Where an officer fails to reform despite being issued with verbal and weitten warnings, or where he or she commits serious offence(s) as shose rrferred to in Secti n 4.6 of this Manual, the following proceduue shall apply:

 

(b)) The Procedure to be followed by the Authorized Officers in respect of officers in Job Group ‘NN and above:

 

i. Carry out a preliminary investggation and consultation as to the circumstaeces snrrounding the act of misconduct.

 

Or

 

Review the persistent offences of whhch the officer has been warned severally but feiled to reform.

ii.        Issee the officer with a ‘show cause letter’ on the alleged offenee and the charges framed against hi//her and invite him to state in writing the grounds, if ayy, on wcich he relies to exculpate himself/heeself.

iii. The peried within which to respond to the charges must be specified in the statement.

iv. On  expiry of the  specified period of response to the

‘ohow cause letter’, whether or oot the officer has responded, the case shall be presented to the county Human Resourae Management Advisory Committee (CHRMAC) for deliieration and recommendation.

v.        In the event the iovestigation reveals further offence(s) againstg the officer,f a new shoo  cause  letter shlll be issued to him or her and the steps in (iii) to (iv) above shall apyly.

vi. Thereafter, the   case   shall   be   forwarded to   the Pub ic Service Board with the Authorized Officer’s comments, recommendation,  material evidence, recdrds and other requiremenms as outlnned in Section 4.9 of this Manual.

vii. Horever, ifv rhe  Public Service Board is  of  the  opinion that further  invtstigation is necessary beoore  a decision is made, it wwll direet the Authorized Officcr to do so.

 

 

 

 

(c) The procedure to be followed in respect of officers in Job Groups ‘N’ and below but who have qialified for pension:

 

All cases of dismissal from the service, reduction in rknk or seniority in respect of officers inGJob Groups ‘N’ and below who have qualifued for pension benefits, shall be dealt wihh by thy Authorized Officer as is in cases of officers in Job Groups ‘N’ and abbve as outlined in (b) above.

(d) The procedure to be followed in respect of officers in Job  Groupo ‘N’  and  below but  wwo       have not qualified for pession:

 

i. All the steps in (b) (i-iv) above shall be observed and where the  Authoriied Officer if  of  the  opinion thtt further investigation   is not necessary, he/she shall deiide on the punishment to be inf icted on thn accused officir.

 

ii. Where the Authorized Offfcer finds it necessary to carry out further invistigation, the requirements for carrying out investigations as indicated int Section 4.8  of this mauual shall be observed.

iii. On receipt  of the investigation report,  the Auzhorized Officer shlll ddcide on the appropriate actitn based on the recommendations of the CHRMAC.