Table of Contents

CHAPTER 1 ........................................................................................................... 1
TITLE AND DEFINITIONS................................................................................... 1
1.1.0 TITLE ............................................................................................ 1
1.2.0 APPLICATION ............................................................................... 1
1.3.0 COMMENCEMENT ....................................................................... 1
1.4.0 INTERPRETATION ........................................................................ 1
1.5.0 DEFINITIONS ................................................................................ 1
1.6.0 LINE OF COMMUNICATION ......................................................... 2
CHAPTER 2 ........................................................................................................... 3
APPOINTMENT ................................................................................................ 3
2.1.0 ELIGIBILITY FOR APPOINTMENT .................................................. 3
2.2.0 VACANCIES .................................................................................. 3
2.3.0 ESTABLISHED STAFF .................................................................... 3
2.4.0 OTHER TEMPORARY STAFF ......................................................... 3
2.5.0 PROBATION AND CONFIRMATION .............................................. 4
2.6.0 PROVISION IN THE ESTIMATES .................................................... 4
2.7.0 DECLARATION OF AGE................................................................. 5
2.8.0 MEDICAL EXAMINATION ............................................................. 5
2.9.0 DISQUALIFICATION FOR APPOINTMENT ..................................... 5
2.10.0 DESIGNATION .............................................................................. 5
2.11.0 INTERVIEW PANEL ....................................................................... 5
2.12.0 ADVERTISED POST ....................................................................... 6
2.13.0 ANNUAL PERFORMANCE EVALUATION REPORT ......................... 6
CHAPTER 3 ........................................................................................................... 7
DUTIES OF STAFF ............................................................................................. 7
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 3.1.0 DUTIES ......................................................................................... 7
3.2.0 POSTING ...................................................................................... 7
CHAPTER 4 ........................................................................................................... 8
SALARIES, WAGES AND ALLOWANCES ............................................................ 8
4.1.0 SALARIES OF EMPLOYEES ............................................................ 8
4.2.0 POINTS OF ENTRY ........................................................................ 8
4.3.0 INCREMENTAL CREDIT................................................................. 8
4.4.0 WRONGFUL PLACEMENT ON THE SALARY SCALE ....................... 8
4.5.0 ANNUAL INCREMENT .................................................................. 8
CHAPTER 5 ........................................................................................................... 9
PROMOTIONS .................................................................................................. 9
5.1.0 PROCEDURE FOR PROMOTION ................................................... 9
5.2.0 TEMPORARY STAFF ..................................................................... 9
5.3.0 GUIDELINES FOR PROMOTION .................................................... 9
5.4.0 POINT OF ENTRY OF PROMOTION ............................................ 10
5.5.0 EFFECTIVE DATE OF PROMOTION ............................................. 10
CHAPTER 6 ......................................................................................................... 11
LEAVE ............................................................................................................. 11
6.1.0 ANNUAL LEAVE .......................................................................... 11
6.2.0 CONDITIONS FOR ANNUAL LEAVE............................................. 11
6.3.0 CURTAILMENT OF LEAVE ........................................................... 12
6.4.0 CASUAL LEAVE ........................................................................... 13
6.5.0 EXAMINATION LEAVE ................................................................ 13
6.6.0 MATERNITY LEAVE .................................................................... 13
6.7.0 PATERNITY LEAVE ...................................................................... 14
6.8.0 SICK LEAVE ................................................................................. 14

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 6.9.0 STUDY LEAVE ............................................................................. 15
6.10.0 CONDITIONS FOR STUDY LEAVE ................................................ 15
6.11.0 BOND ......................................................................................... 16
6.12.0 OVERSTAYING OF LEAVE ........................................................... 17
6.13.0 LEAVE FOR SPORTING EVENTS .................................................. 17
6.14.0 LEAVE FOR TRADE UNION ACTIVITIES ....................................... 18
6.15.0 STAFF DEVELOPMENT LEAVE/AWARD ...................................... 18
6.16.0 LEAVE OF ABSENCE ................................................................... 18
6.17.0 SEMINARS, COLLOQUIA, WORKSHOPS AND SHORT COURSES
NOT LASTING MORE THAN 4 WEEKS ................................................. 19
CHAPTER 7 ......................................................................................................... 20
MEDICAL SERVICES ........................................................................................ 20
7.1.0 PROVISION OF MEDICAL SERVICES ........................................... 20
7.2.0 REFUND OF MEDICAL EXPENSES ............................................... 21
7.3.0 TREATMENT OVERSEAS ............................................................. 21
7.4.0 PROCEDURE FOR OVERSEAS TREATMENT ................................ 21
MEDICAL EXAMINATIONS .............................................................................. 21
7.4.2 MEDICAL EXAMINATION ON APPOINTMENT ............................ 21
7.4.3 MEDICAL EXAMINATION IN SERVICE ......................................... 21
CHAPTER 8 ......................................................................................................... 23
DISENGAGEMENT FROM THE UNIVERSITY SERVICE ...................................... 23
8.1.0 CONDITIONS FOR DISENGAGEMENT OR RETIREMENT FROM
UNIVERSITY SERVICES WITH BENEFIT ................................................ 23
8.2.0 UNIVERSITY PENSION SCHEME ................................................. 23
8.3.0 DEATH BENEFITS ....................................................................... 23
8.4.0 INJURY PENSION ........................................................................ 24
8.4.2 DEGREE OF INCAPACITY ............................................................ 24
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 8.5.0 PAYMENT OF BENEFITS TO THE ESTATE OF STAFF MEMBERS
REPORTED MISSING ........................................................................... 24
8.6.0 LEAVE WITHOUT PAY ................................................................ 24
8.7.0 NOTICE OF RETIREMENT ........................................................... 24
8.8.0 UNIVERSITY-WIDE INSURANCE ................................................. 25
8.9.0 FORMS OF DISENGAGEMENT FROM THE UNIVERSITY SERVICE 25
8.9.2 COMPULSORY RETIREMENT ...................................................... 25
8.9.4 VOLUNTARY RETIREMENT ......................................................... 25
8.9.6 RESIGNATION OF APPOINTMENT/TERMINATION OF
APPOINTMENT/DISMISSAL ................................................................ 25
8.9.9 WITHDRAWAL OF SERVICE ........................................................ 26
CHAPTER 9 ......................................................................................................... 27
ACCOMMODATION ....................................................................................... 27
8.1.0 UNIVERSITY POLICY ON HOUSING ............................................. 27
CHAPTER 10 ....................................................................................................... 29
LOANS, ADVANCES, ALLOWANCES AND GRANTS ......................................... 29
10.1.0 SALARY ADVANCE ...................................................................... 29
10.2.0 RENT ADVANCE ......................................................................... 29
10.3.0 HOUSING LOAN ......................................................................... 29
10.4.0 LOANS OUTSTANDING AT TERMINATION OF APPOINTMENT OR
RETIREMENT FROM SERVICE ............................................................. 29
10.5.0 ALLOWANCES ............................................................................ 30
10.5.1 TRANSPORT ALLOWANCE ......................................................... 30
10.5.2 KILOMETRE ALLOWANCE .......................................................... 30
10.5.3 NIGHT ALLOWANCE .................................................................. 30
10.5.4 ACCOMMODATION ALLOWANCE.............................................. 30
10.5.5 LOCAL COURSE ALLOWANCE .................................................... 30
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 10.5.6 OVERTIME ALLOWANCE ............................................................ 30
10.5.7 SHIFT ALLOWANCE .................................................................... 31
10.5.8 REPATRIATION ALLOWANCE ..................................................... 31
10.5.9 PASSAGES WHERE BOTH HUSBAND AND WIFE ARE MEMBERS
OF STAFF ............................................................................................ 31
10.5.10 HAZARD ALLOWANCE ........................................................... 31
10.6.0 NO ACCIDENT BONUS ............................................................... 31
10.7.0 STAFF DEVELOPMENT ALLOWANCES ........................................ 32
10.8.0 ALLOWANCE FOR STAFF ON APPROVED PART-TIME /SANDWICH
COURSES ............................................................................................ 32
CHAPTER 11 ....................................................................................................... 33
DISCIPLINE ..................................................................................................... 33
11.1.0 PREAMBLE ................................................................................. 33
11.2.0 DISCIPLINARY MEASURES/SANCTIONS ..................................... 35
11.3.0 PROCEDURE FOR DISCIPLINARY MEASURES/SANCTIONS ..... 35
11.4.0 SUSPENSION FROM DUTY AND/OR OFFICE .............................. 37
11.5.0 INTERDICTION ........................................................................... 37
11.6.0 TERMINATION ........................................................................... 38
11.7.0 DISMISSAL ................................................................................. 38
11.8.0 INEFFICIENCY: PROCEDURE FOR DISCIPLINARY
MEASURES/SANCTIONS ..................................................................... 39
11.9.0 APPEAL ...................................................................................... 39
11.10.0 THE ROLES OF THE COUNCIL IN STAFF DISCIPLINE ............... 39
11.11.0 COURT ACTION ..................................................................... 42
CHAPTER 12 ....................................................................................................... 43
MISCELLANEOUS ........................................................................................... 43
12.1.0 UNIFORMS ................................................................................. 43
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12.2.0 GAINFUL EMPLOYMENT ............................................................ 43
12.3.0 DAMAGE TO UNIVERSITY PROPERTY ........................................ 43
12.4.0 NEED FOR DETAILED AND CURRENT RECORDS OF STAFF
MEMBERS........................................................................................... 44
12.5.0 STAFF IDENTITY CARD ............................................................... 44

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 CHAPTER 1

TITLE AND DEFINITIONS

1.1.0 TITLE:
1.1.1 These regulations shall be cited as the University of Ilorin Junior
Staff Regulations, 1977, as amended in 2021.

1.2.0 APPLICATION:
1.2.1 These conditions shall apply to all Junior members of Staff of the
University of Ilorin who are on CONTISS 05 and below.

1.3.0 COMMENCEMENT:
1.3.1 These regulations shall come into operation on July 1, 2023.

1.4.0 INTERPRETATION:
1.4.1 In these regulations, unless the context otherwise provides, the
interpretation shall be made by the Registrar as the Chief
Administrative Officer.

1.5.0 DEFINITIONS:
1.5.1 "Department" means any teaching or research unit or other
units established by the Council on the recommendation of the
Senate, where applicable, to be a Department in the University.
1.5.2 "Head of Department/Unit" means the person appointed by the
University Administration to direct or supervise a
Department/Unit. Any person duly appointed to act in that
office shall be referred to as the Acting Head of the
Department/Unit.
1.5.3 "Employee" means any member of Junior Staff appointed under
these regulations.
1.5.4 "Committee" means Appointments and Promotions Committee
for Junior Staff (JSA&PC) on CONTISS 05 and below.
1.5.5 "Misconduct" is the specific act of wrongdoing or any improper
behaviour which is inimical to the image of the University and
1
 which can be investigated and proved.
1.5.6 "Permanent Employee" means an employee on pensionable
appointment.
1.5.7 "Temporary Employee" means an employee who is not on
pensionable appointment.
1.5.8 "Junior Staff" means an employee on CONTISS 05 and below.
1.5.9 "Labour Act" means the Nigeria Labour Act, CAP LI Laws of the
Federation of Nigeria, 2010 or as may be amended.
1.5.10 "CONTISS" means Consolidated Tertiary Institutions Salary
Scale.

1.6.0 LINE OF COMMUNICATION:

1.6.1 All official communication from a member of Junior Staff to the
Vice-Chancellor or Registrar shall be routed through the staff
member’s Head of Department/Unit and Dean/Provost as
appropriate.
1.6.2 All official communication made in the name of the University
that may affect or in any way interfere with the University policy
or have financial implication(s) shall be cleared with the Vice
Chancellor.

2
 CHAPTER 2

APPOINTMENT

2.1.0 ELIGIBILITY FOR APPOINTMENT:

To be eligible for appointment, a candidate shall be required to
possess the requisite qualifications and experience stated in the
Career Structure for Non-Teaching Staff or as may be
determined by the University from time to time.

2.2.0 VACANCIES:
Vacancies on established positions to be filled other than by
promotion or inter-departmental transfer on identical grades
shall normally be advertised. The Committee may, on the
recommendation of the Head of Department/Unit concerned,
convert to a permanent appointment any temporary employee
on CONTISS 02 and below who is already performing the duties
of the post, provided that such an employee possesses at least
the minimum qualification laid down for the post by the
Regulations.

2.3.0 ESTABLISHED STAFF:

2.3.1 Every appointment to any established post shall be made
in writing by the Registrar and shall not be valid until it has been
accepted in writing by the appointee.

2.4.0 OTHER TEMPORARY STAFF:

2.4.1 Every appointment to a temporary post shall be for a period not
exceeding one (1) year, during which it may be regularized to a
permanent appointment. If an extension of temporary
appointment is still necessary after the expiration of the
stipulated period, the Head of the Department/Unit concerned
shall recommend to the Registrar for renewal, provided that the
extension shall not be more than a year unless it is on a
research or other project of uncertain duration.
2.4.2 Temporary employees shall be paid at a fixed salary in
3
 accordance with existing salary scales appropriate to their
grades.

2.5.0 PROBATION AND CONFIRMATION:

2.5.1 All persons appointed to an established position shall be on
probation for two (2) years, after which they may become
eligible for confirmation, subject to a report of satisfactory work
and conduct by the Head of the Department/Unit concerned.
The period of temporary service of a person appointed to an
established post shall count as part of the period of probation.
If after two (2) years of probationary service, an employee's
appointment cannot be confirmed because he fails to get a
satisfactory report, his probationary service may be extended by
a further period of one (1) year or as may be directed by the
Committee, after which time he shall not be entitled to any
extension. If at the end of the period of extension, he still does
not earn a satisfactory report, his appointment shall be
terminated. When the appointment of a probationary staff is
terminated under the provisions of this regulation, he shall
receive one calendar month's notice or one month's pay in lieu
of notice.
2.5.2 A confirmed employee who transfers from a scheduled service
in the Nigerian Public Service to the services of the University
shall be deemed to have been confirmed for the purpose of
these regulations.

Such a transfer of service shall be construed as ensuring the

continuity of service of the officer concerned, which shall affect
his pension and gratuity entitlements

2.5.3 An officer transferring his service shall request the new

employer to seek his transfer from his last employer.

2.6.0 PROVISION IN THE ESTIMATES:

2.6.1 No appointment to any position shall be made unless financial
provision has been made for it in the estimates.
2.6.2 Salary Incremental Date:
The salary incremental date shall be 1st October of each year for
all members of staff. A new appointee shall be eligible for a
4
 salary increment on 1st October of the year of assumption of
duty provided he assumed duty on or before 1st April of that
year.

2.7.0 DECLARATION OF AGE:

2.7.1 Every employee shall be obliged to disclose his true age on the
first appointment. No alterations to an employee's age as
declared on appointment shall be permitted. An appointment
shall not be valid unless it is supported by acceptable evidence
of age.

2.8.0 MEDICAL EXAMINATION:

2.8.1 Appointment to an established post shall be subject to a
Certificate of Good Health issued by the Director of the
University of Ilorin Health Services and forwarded to the
Registrar on the appointee.

2.9.0 DISQUALIFICATION FOR APPOINTMENT:

2.9.1 A conviction for a criminal offence not quashed on appeal or
dismissal from a previous service shall disqualify a person from
being offered employment by the University. Where an
employee is found to have deliberately withheld such
information from the University, he shall be liable for summary
dismissal.
2.9.2 An employee whose appointment in the University has been
terminated on grounds of misconduct or inefficiency shall not
be re-appointed to the University services.

2.10.0 DESIGNATION:
2.10.1 The designation of junior employees of the University shall be as
shown in the Career Structure for Non-Teaching Staff or as may,
from time to time, be determined by the University Authorities.

2.11.0 INTERVIEW PANEL:

2.11.1 All permanent appointments to junior staff positions shall be
made through an interview conducted by a panel in which the
Registrar, the Chairman and the Heads of Departments/Units
concerned are represented.
5
 No appointments shall be offered until the recommendation of
the Interviewing Panel is approved by the Junior Staff
Appointments and Promotions Committee or on its behalf by
the Registrar.

2.12.0 ADVERTISED POST:

2.12.1 All established posts on CONTISS 03 and above shall be
advertised internally and externally.
2.12.2 The basic qualifications required as laid down in the regulations
shall be strictly followed in short-listing both internal and
external candidates.

2.13.0 ANNUAL PERFORMANCE EVALUATION REPORT:

2.13.1 A comprehensive report on the performance and character of
every employee shall be written once a year. The Head of
Department/Unit concerned shall ensure that each report
reaches the Registrar not later than the end of January following
the year of assessment.

6
 CHAPTER 3

DUTIES OF STAFF

3.1.0 DUTIES:
3.1.1.1 The duties of every member of staff shall be as laid down by
the Department/Unit.
3.1.2 Every employee shall, from the date of his
appointment, assume such responsibility for the discharge of
his official duties as his Head of Department/Unit may
determine.

3.2.0 POSTING:
3.2.1 Any employee may be posted to any Department/Unit of the
University at the discretion of the Registrar.

7
 CHAPTER 4

SALARIES, WAGES AND ALLOWANCES

4.1.0 SALARIES OF EMPLOYEES:

4.1.1 Salaries of employees shall be paid in accordance with the
salary structure in the University.

4.2.0 POINTS OF ENTRY:

4.2.1 The point of entry into the University Salary scale for an
employee on first appointment shall normally be the lowest in
that scale.

4.3.0 INCREMENTAL CREDIT:

4.3.1 New appointees possessing exceptional previous experience,
particularly technical ability, or any special qualification, may be
permitted to enter the salary scale at a point higher than the
lowest on the recommendation of the Interview Panel and
subject to ratification of the Junior Staff Appointments and
Promotions Committee (JSA&PC).

4.4.0 WRONGFUL PLACEMENT ON THE SALARY SCALE :

4.4.1 Where it is discovered that an employee has been wrongly
graded or placed on a wrong point in a salary scale, the
Registrar, on behalf of the JSA&PC may, at any time, rectify the
error; any such rectification shall be reported to the JSA&PC at
its next meeting following the rectification.
4.4.2 Any employee whose salary is altered as a result of having been
wrongly graded or placed on a wrong point in a salary scale may
be called upon to refund any overpayment made as a result of
the error.

4.5.0 ANNUAL INCREMENT:

4.5.1 Annual increment in respect of all members of staff shall be due
on the 1st of October, provided a staff has served satisfactorily
for not less than six months prior to the incremental date.

8
 CHAPTER 5

PROMOTIONS

5.1.0 PROCEDURE FOR PROMOTION:

5.1.1 The promotion of every employee shall be made by the Junior
Staff Appointments and Promotions Committee on the
recommendation of the Head of Department/Unit concerned.

5.2.0 TEMPORARY STAFF:

5.2.1 No temporary employee shall be considered for promotion.

5.3.0 GUIDELINES FOR PROMOTION:

5.3.1 The following guidelines shall govern the consideration of all
recommendations for promotion:
(a) An employee shall be required to serve for three (3) years
after his appointment or last promotion before he can be
considered for promotion;
(b) In the case of conversion of non-teaching staff to an
unrelated job, normal promotion shall be countenanced
provided he has spent at least one year in addition to the
three years required for promotion.
(c) Where a staff is converted to a related job, the three-year
residency shall apply.
(d) Requests for accelerated promotion shall be backed by a
separate memorandum setting out the grounds of
recommendation;
(e) An employee recommended for promotion shall be required
to possess the qualifications and experience for the post;
(f) Where the passing of an examination/test is a prerequisite
for a promotion, no employee shall be promoted unless he
passes the examination/test. Passing an examination/test
may qualify an employee for promotion, subject to vacancy.
(g) Only confirmed staff shall be promoted.
(h) Upon completion of approved leave with or without pay, staff
may be considered for upgrade upon application.
9
 (i) An employee who feels that he has been unfairly left out in a
promotion exercise may appeal to the Registrar through his
Head of Department/Unit for the consideration of his case.

5.4.0 POINT OF ENTRY OF PROMOTION:

5.4.1 Any officer promoted from one grade level to another shall
enter the higher grade scale at a point that gives him a salary
increase or ensures a financial advantage over his previous
salary.

5.5.0 EFFECTIVE DATE OF PROMOTION:

5.5.1 Promotion shall take effect on the 1st day of October of each
year

10
 CHAPTER 6

LEAVE

6.1.0 ANNUAL LEAVE:

6.1.1 Annual leave shall be approved by the Registrar on the
recommendation of the Head of Department/Unit in accordance
with the provisions of Section 6.2.1 below or as may be
subsequently modified or amended.

6.2.0 CONDITIONS FOR ANNUAL LEAVE:

6.2.1 The number of days of leave to be granted to permanent
employees during a calendar year shall be as follows:

CONTISS 1-2 – 21 working days

CONTISS 3-5 – 35 working days

6.2.2
(a) Proportional (Pro-rata) Leave is a vacation granted to a new
or retiring officer in proportion to the number of days he has
put into the service. Any period of service under 30 days is
not reckonable. The calculation of proportionate leave shall
be done in accordance with the table below:
(b) CONTISS 3 – 5 CONTISS 1 – 2
12 months 35 days 21 days
11 months 32 days 19 days
10 months 29 days 18 days
9 months 26 days 16 days
8 months 23 days 14 days
7 months 20 days 12 days
6 Months 18 days 11 days
5 months 15 days 9 days
4 months 12 days 7 days
3 months 9 days 5 days
2 months 6 days 4 days
1 month 3 days 2 days

11
6.2.3 An officer who joins the University service during the course of
the Leave Year will not normally be granted an annual leave but
a proportionate leave as indicated above.
6.2.4 Leave Year: The leave year shall be the period from 1st January in
any year to 31st December of the same year. A permanent
employee shall be free to take his annual leave at any time
within the period subject to Departmental/Unit exigency.
6.2.5 Where an employee has served for six months or more, in the
leave year, he shall be granted pro-rata leave the following year
as specified in section 6.3.1 above.
6.2.6 Leave Roster: In order to ensure that all employees are granted
the amount of leave to which they are eligible during the leave
year at the time most convenient to the service of the
University, Heads of Departments/Units shall prepare and
forward to the Registrar a leave roster in respect of every
employee in his department/unit. Such leave roster shall be
prepared during the first month of the leave year and copies
forwarded to the Registrar.
6.2.7 An employee who returns from study leave or in-service training
during a leave year and has not served for a minimum period of
six months during that leave year, shall not qualify for annual
leave.
6.2.8 Any leave due but not utilized in respect of a particular leave
year shall normally lapse. For exigency of service supported by
the recommendation of the Head of Department/Unit, an
employee may be allowed to extend his/her leave year to the
end of March of the following year.
6.2.9 Annual leave shall be granted to an employee whose
appointment terminates during the leave year provided he/she
has served for not less than six months during that year.
6.2.10 A temporary employee shall be granted leave at the rate
appropriate to his or her grade on completion of one (1) year of
continuous service.

6.3.0 CURTAILMENT OF LEAVE:

6.3.1 Any employee may, at the instance of the Head of
6.3.2 Department/Unit and on the approval of the Registrar, be
required to return to duty before the expiration of his approved

12
 leave. Any portion of an employee's leave so curtailed shall be
taken at a later date on the recommendation of the Head of
Department/Unit and approved by the Registrar.

6.4.0 CASUAL LEAVE:

6.4.1 An employee may be granted casual leave up to a maximum of
7 days in a year and not more than 3 days on any one occasion
at the recommendation of the Head of Department/Unit and
the approval of the Registrar. This is to be taken from unutilised
Annual Leave
6.4.2 The Registrar will notify the Head of Department/unit as soon as
such permission is granted and also on resumption of duty, the
Head of Department/unit will notify the Registrar.

6.5.0 EXAMINATION LEAVE:

6.5.1 An employee shall be allowed special leave on full pay to sit for
an examination recognized by the University, provided that
there is evidence of registration for the examination and the
examination timetable is made available in support of the
application.

6.5.2 The duration of such leave shall be the period necessary for him
to sit for the examination as specified in the examination
timetable. Any period above 14 working days shall be deducted
from annual leave for the year and if it has been exhausted, it
shall be deducted from the following year's annual leave.

6.6.0 MATERNITY LEAVE:

6.6.1 A female employee on permanent appointment shall be granted
sixteen (16) weeks maternity leave on presentation of the
Expected Date of Delivery (EDD) Certificate issued by a medical
practitioner and certified by the Director of Health Services of
the University.
6.6.2 A temporary female employee may be granted sixteen (16)
weeks maternity leave without pay on presentation of the
Expected Date of Delivery (EDD) Certificate issued by a medical
practitioner and certified by the Director of Health Services,
provided she has been employed for not less than six months.

13
6.6.3 A pregnant member of staff shall be required to obtain and
submit in good time to the Registrar, through her Head of
Department/unit, a medical certificate showing the expected
date of delivery. This shall be submitted not less than four (4)
weeks before the commencement of the maternity leave.

6.6.4 Maternity leave shall be made up of the employee's annual

leave which shall be on full pay for married and unmarried staff.
Where this annual leave has already been enjoyed before the
grant of maternity leave, that part of the maternity leave
equivalent to the annual leave will be without pay.
A female employee who is nursing a child shall be granted two
hours off-duty before the closing hour each day for a period not
exceeding six months from the date of resumption from
maternity leave.

6.7.0 PATERNITY LEAVE:

6.7.1 Paternity Leave is for serving male officers whose spouse
delivers a baby.
6.7.2 The period of the leave shall be fourteen (14) working days. The
leave shall not be more than once in two (2) years and for a
maximum of four (4) children.
6.7.3 Where the family of a male officer adopts a child under four
months old, the officer will similarly enjoy Paternity Leave for a
period of fourteen (14) working days.
6.7.4 Request for such leave shall be accompanied by the Expected
Date of Delivery's (EDD) report of the officer's wife or evidence
of approval of the adoption of the child by the relevant
government bodies

6.8.0 SICK LEAVE:

6.8.1 An employee who is absent from duty on grounds of ill health
shall be regarded as absent from duty on sick leave provided
such illness is covered by a certificate of sickness issued by the
Director of the University Health Services or any other Medical
Practitioner and certified by the Director of University Health
Services

14
6.8.2 Provided there is a reasonable prospect of an employee's
eventual recovery and return to duty after illness, he may be
allowed sick leave with full pay for a period not exceeding six
months in the aggregate during any period of the year.
Thereafter, sick leave on half pay, subject always to a maximum
of 12 months sick leave in any continuous period of four (4)
years or less, may be granted.
6.8.3 An employee who is incapacitated as a result of an injury
sustained in the cause of his official duties shall be entitled to
draw full salary until he is discharged from sick leave or
medically declared permanently invalid.
6.8.4 Any sick leave above one (1) year during a period of four (4)
years or less shall be without pay and shall not be reckoned with
for purposes of salary increment.
6.8.5 An employee who is recommended by the University Board of
Health Services to be permanently invalidated shall cease, with
effect from the date of the approval of such recommendation by
the University Administration, to be eligible for sick leave.
Therefore, necessary action(s) shall be taken in accordance with
the extant regulations stipulated in Sections 7.6.2, 7.6.3 and
7.6.4. of the Revised Conditions of Service for Junior Staff.
6.8.6 The sick leave history of any employee shall be noted in their
annual or periodic report as well as in their personnel records at
the Directorate of Human Resources. Such records shall be an
important factor in considering staff member's eligibility for
some of the privileges conferred by these regulations.

6.9.0 STUDY LEAVE:

6.9.1 Objectives: To encourage staff of proven ability to improve their
knowledge, skills and professional competence.
6.9.2 Duration: The duration of study leave as herein provided, shall
be for one (1) year in the first instance, renewable for another
one (1) year only.

6.10.0 CONDITIONS FOR STUDY LEAVE:

6.10.1 All awards under this scheme shall be made subject to the
availability of funds.
6.10.2 The course to be undertaken by the awardee shall be directly

15
 relevant to the work of the Department/Unit.
6.10.3 Applicants shall be members of staff whose appointments
have been confirmed by the University (except those staff
who are being specially nominated by their Heads of
Departments/Units to undergo a course of training).
6.10.4 All courses shall normally be tenable in Nigeria. Courses
outside Nigeria shall only be considered in exceptional cases.
6.10.5 A confirmed employee may apply for study leave without
prejudice to Section 6.9.3 above after a continuous service of
at least 2 years.
6.10.6 Such a member of staff shall route his application through his
Head of Department/Unit to the JSA&PC for consideration.
The application shall be accompanied by an up-to-date
Curriculum Vitae of the applicant as well as a statement
outlining a proposed programme of work or study, and
specifying the place where it is to be carried out.
6.10.7 Each application for study leave shall be considered on its
merit, paying particular attention to the recommendation of
the Head of Department/Unit.
6.10.8 In appropriate cases, the Junior Staff Appointments and
Promotions Committee may grant study leave to an employee
with or without pay.
6.10.9 Study leave without pay may be granted to a confirmed
employee who pursues a course which is relevant to his
primary assignment in the University.
6.10.10 Study leave without pay may be granted to a confirmed
employee if the course is not considered directly relevant to
the applicant's primary assignment in the University.
6.10.11 Employees who benefit from study leave under this provision
shall normally be re-absorbed into the University services
provided that the University shall not be obliged to regrade
such an employee on completion and return to the service of
the University.

6.11.0 BOND:
6.11.1 A member of staff granted study leave shall abide by the
conditions governing such leave.
6.11.2 A member of staff who benefits from study leave with pay, shall

16
 be required to enter into a bond to serve the University for a
minimum period of two (2) years;
6.11.3 A member of staff who benefits from study leave without pay,
shall be required to enter into a bond to serve the University for
a minimum period of one (1) year.

6.12.0 OVERSTAYING OF LEAVE:

6.12.1 A member of staff who fails to return to work at the University
after the stipulated period, without the prior consent of the
University in writing, shall be regarded as having absconded
from duty for the period of the study leave, and shall be liable
(where applicable) to refund any salary and allowances paid to
him during the study leave, and may also be subject to
appropriate disciplinary action.

6.13.0 LEAVE FOR SPORTING EVENTS:

6.13.1 An employee who is a member of a recognized University Sports
Team may, on the recommendation of his team Manager:
(a) Be granted leave by the Registrar for the purpose of taking
part in an approved sporting event. The period of time
during which an employee may be permitted to be absent
from duty to take part in any such sporting event shall be
determined as follows:
i. Number of days required for the actual sporting
activity;
ii. Number of days required for travelling to and from
the place arranged for the sporting event; and
iii. Any number of days over (i) and (ii) above
iv. mentioned, which are certified as necessary by the
appropriate Sports Council shall be allowed,

(b) Any employee granted leave under this regulation will not
be eligible for transport at University expense except where
team transport is provided. The Head of
(c) Department/Unit shall be informed in writing on the
granting of such leave.

17
6.14.0 LEAVE FOR TRADE UNION ACTIVITIES:
6.14.1 An employee who is an official of a registered Trade Union may
be granted leave to attend important Trade Union activities.
The period of such leave shall be determined by –
(a) Number of days required for the actual Trade Union
Conference and Business;
(b) Number of days required for travelling to and from the
place arranged for the Conference and Business.

6.15.0 STAFF DEVELOPMENT LEAVE/AWARD:

6.15.1 Any member of staff may through his Head of Department,
Dean and Provost (where applicable) for consideration of Junior
Staff Appointment and Promotion Committee (JSA&PC) apply for
Staff Development Leave

6.15.2 Only a confirmed member of staff recommended by his Head of

Department/Unit may be considered for the Staff Development
Award on such terms and conditions including payment of
salary, as may be determined by the Junior Staff Appointments
and Promotions Committee.
6.15.3 The duration of the leave for Diploma or Equivalent Courses
shall be One (1) year in the first instance up to a maximum of
two (2) years.
6.15.4 A member of staff who, after the expiration of his Staff
6.15.5 Development Leave fails to render to the University the
prescribed service as stated in Sections 6.10.0 to 6.10.3 above,
shall be liable to refund to the University all the expenses
incurred by the University on him throughout the duration of
the leave and may also be subject to appropriate disciplinary
action.
6.15.6 A member of staff granted Staff Development Leave shall
ensure that a progress report on him is forwarded to the
University annually by the appropriate institution.

6.16.0 LEAVE OF ABSENCE:

6.16.1 Leave of absence is the absence of a member of Staff from duty
authorized on grounds of public policy.
6.16.2 A confirmed member of staff may be granted leave of absence

18
 up to one (1) year in the first instance on the recommendation
of the Head of Department, Dean and Provost. Such leave may
be renewed for a further period of one (1) year.
6.16.3 A member of staff granted leave of absence to
(a) take employment within an approved Public Service in
Nigeria may be permitted to do so, subject to a maximum
of five (5) years following which the officer shall be required
to return to his post or transfer his service to his new
establishment.
(b) The maximum of five (5) years of leave of absence is
inclusive of all forms of leave that may be due to an officer
during his period of leave of absence.
6.16.4 Any other case not covered by regulation 6.15:1 to 6.15:2 above
shall be treated on its merit.
6.16.5 A member of staff shall not utilize his annual leave or part
thereof in order to take up a new appointment elsewhere.
Where a member of staff seeks an appointment in another
establishment after responding to an advertisement he shall be
required to seek the transfer of his service or have his
appointment terminated.
6.16.6 Leave of Absence shall be utilized only for the purpose for which
it was approved.
6.16.7 Any member of staff granted leave of absence shall not be
entitled to promotion during the period of the leave of absence.

6.17.0 SEMINARS, COLLOQUIA, WORKSHOPS AND SHORT

COURSES NOT LASTING MORE THAN 4 WEEKS:
6.17.1 These shall normally be covered by a grant from the Staff
Development Scheme.
6.17.2 A member of staff may apply for a grant to attend a seminar,
symposium, colloquium, workshop or short course lasting not
more than four (4) weeks.
6.17.3 In his application, the member of staff shall indicate why he
wishes to attend a seminar, symposium, colloquium, etc. as the
case may be, as well as the benefits which he feels the
University will derive from such attendance.
6.17.4 The Head of Department/unit shall be required to comment on
the suitability of the applicant, the benefits derivable by the

19
 University from the applicant’s attendance at the seminar,
symposium, colloquium etc. as the case may be, and the
willingness of the Department/unit to release the applicant for
the duration of the programme.

CHAPTER 7

MEDICAL SERVICES

7.1.0 PROVISION OF MEDICAL SERVICES:

7.1.1 There shall be a University medical services scheme maintained
for the benefit of members of staff and their families as
prescribed by the NHIS Act Cap N42 Laws of Federation of
Nigeria 2010.
7.1.2 A member of staff, the husband/wife and up to four (4) children
under the age of 18 years shall be entitled to medical care under
the University Medical Services Scheme as may be in force from
time to time.
7.1.3 No other person(s) outside the family captured by the NHIS Act
Cap. N42 Law of the Federation of Nigeria 2010 shall be allowed
to use the NHIS Registration number of the captured family at
the University Health Centre.
7.1.4 Non-registered members of the captured family shall not be
entitled to use the family NHIS registration number at the
University Health Centre.
7.1.5 Where in the opinion of the Director of University Health Services,
facilities at the University Health Centre are deemed inadequate
for a particular case, referral shall be made to the nearest
University Teaching/Government Hospital or Government
approved private Hospital in situations where the above
Hospitals are incapacitated.

20
7.2.0 REFUND OF MEDICAL EXPENSES:
7.2.1 Refund of medical expenses where applicable shall be in
accordance with approved guidelines of the Council of the
University

7.3.0 TREATMENT OVERSEAS:

7.3.1 When appropriate treatment is not available in the country as
certified by the Director of Health Services and recommended
by the Board of Health, the University, subject to availability of
funds may assist the member of staff with any or combination
of the following:
(a) Transportation of the patient to and from the country
where treatment is rendered.
(b) Pay the medical bills of the patient.

7.4.0 PROCEDURE FOR OVERSEAS TREATMENT:

7.4.1 The applicant is expected to submit the following documents to
the Director of University Health Services for the consideration
of the University Board of Health:
(i) Medical report from the Consultant specialist handling the
medical challenge(s)
(ii) Communication in writing from the Hospital of choice
abroad.
(iii) Cost implication for the treatment.

MEDICAL EXAMINATIONS
7.4.2 MEDICAL EXAMINATION ON APPOINTMENT:
Every person selected for appointment either in a temporary or
in a permanent capacity shall be required to present
himself/herself for Medical examination at the University Health
Centre with a view to ascertaining whether he/she is medically
fit for the service.

7.4.3 MEDICAL EXAMINATION IN SERVICE :

An officer in the employment (permanent) of the university shall
present himself/herself at the University Health Centre for

21
 periodic medical examination once every year to certify that
he/she is in sound health and fit to continue in service.
7.6.1 Where the Director of Health Services is of the opinion that the
health of a sick member of staff is unlikely to permit the
discharge of his normal duties, he shall constitute a Medical
Assessment Board to determine the state of fitness of such staff
member to continue in the service of the University. The report
of the Board which shall be submitted to the Junior Staff
Appointments and Promotions Committee through the
Registrar, shall state whether permanent or temporary infirmity
is recommended.
7.6.2 A member of staff who is adjudged permanently invalid shall be
so informed forthwith and his appointment may be determined
in accordance with the terms of his letter of appointment.
7.6.3 The member of staff shall be paid his accrued terminal benefits
including the cost of transportation to his hometown at the rate
specified in the Conditions of Service.
7.6.4 A member of staff who is declared invalid shall be entitled to an
ex-gratia payment of six (6) months’ salary provided that he has
served the University for not less than three (3) years.

22
 CHAPTER 8

DISENGAGEMENT FROM THE UNIVERSITY

SERVICE

8.1.0 CONDITIONS FOR DISENGAGEMENT OR RETIREMENT

FROM UNIVERSITY SERVICES WITH BENEFIT :
8.1.1 The following shall be the conditions under which a member of
staff may disengage or retire from the University service with
terminal benefits:
(a) The age of compulsory retirement for all junior staff
(b) members of the University shall be 65 years;
(c) Compulsory retirement by the government or by the
(d) University in the interest of the service;
(e) Compulsory retirement on the advice of a properly
(f) constituted Medical Board on grounds of ill-health;
(g) A staff member who has served for a continuous period of at
least 5 years is declared missing and not found for a period of 1
year thereafter.
8.1.2 A junior member of staff who wishes to withdraw/retire his
services from the University shall give one month’s notice in
writing to the University or pay one month’s salary in lieu of
notice.

8.2.0 UNIVERSITY PENSION SCHEME:

8.2.1 There shall be a University Pension Scheme in accordance with
the Pension Reform Act of 2004 (as amended) or as may be
directed by the Federal Government of Nigeria from time to
time.

8.3.0 DEATH BENEFITS:

8.3.1 Where a member of staff dies in service, the benefits due to him
as prescribed by the Pension Reform Act 2004 (as amended)
shall be payable to his legal representative or any person
designated by him during his lifetime as his survivor. 'Survivors'

23
 are those persons whose names are furnished by the member
of staff as next of kin in his record of service, which is kept in the
records office of the Directorate of Human Resources.

8.4.0 INJURY PENSION:

8.4.1 Where a member of staff sustains grievous bodily injury in the
course of his official duties without his own fault, he shall be
compensated at the prevailing rates as in the insurance policy.

8.4.2 DEGREE OF INCAPACITY:

(a) 30% - 49%: 10% of compensation at the date of injury
(b) 50% - 69%: 15% of compensation at the date of injury
(c) 70% & above: 30% of compensation at the date of injury

8.5.0 PAYMENT OF BENEFITS TO THE ESTATE OF STAFF

MEMBERS REPORTED MISSING:
8.5.1 Where an employee is missing and is not found within a period
of one (1) year from the date he was declared missing, and a
board of enquiry set up by the governing council decides that
having regard to available information and all relevant
circumstances, it is reasonable to presume that the employee is
dead. The presumed dead employee's estate may be paid the
applicable benefits on approval by the Council subject to
regulation 8.3.1.

8.6.0 LEAVE WITHOUT PAY:

8.6.1 No period during which a staff member shall have been absent
from duty on leave without pay shall be taken into account in
computing his retirement benefits under these regulations
unless the leave without pay is to pursue an approved course of
study or for undertaking employment in any approved Public
Service, other Universities, Institutions or Organizations whether
in Nigeria or abroad as may have been approved by the
University.

8.7.0 NOTICE OF RETIREMENT:

8.7.1 A staff member who wishes to retire from the service of the
University shall give at least 1 month's notice of the intention to
24
 retire.
8.7.2 Retiring officers are expected to take necessary measures to put
their records in order to facilitate the speedy processing of their
retirement benefits.

8.8.0 UNIVERSITY-WIDE INSURANCE:

8.8.1 Each member of staff shall be covered 24 hours a day under the
University-wide Insurance Policy (Group Personal Accident
Insurance Policy) which takes care of deaths resulting from
accidents sustained whether at work, at home, whilst travelling,
during recreation, or whilst temporarily residing in any part of
the world.
8.8.2 The next of kin or designated survivor(s) shall be entitled to the
insurance benefits appropriate to the deceased.

8.9.0 FORMS OF DISENGAGEMENT FROM THE UNIVERSITY

SERVICE:
8.9.1
(a) Normal retirement;
(b) Compulsory retirement;
(c) Voluntary retirement;
(d) Resignation of Appointment
(e) Termination of Appointment/Dismissal;
(f) Withdrawal of Service; and
(g) Death

8.9.2 COMPULSORY RETIREMENT:

8.9.3 A member of staff may be compulsorily retired on medical
grounds, abolition of office, or as a disciplinary action.

8.9.4 VOLUNTARY RETIREMENT:

8.9.5 Any member of staff may retire voluntarily at an age below
compulsory retirement age (65 years).

8.9.6 RESIGNATION OF APPOINTMENT/TERMINATION OF

APPOINTMENT/DISMISSAL:
8.9.7 A member of staff may resign his appointment by giving due
notice or pay in lieu of notice as stipulated in Section 8.7.1
25
 provided that he is not under bond with the University.
By virtue of the provisions of Regulation 15 of the Pension
Reform Act 2004, all previous pensionable service is forfeited on
resignation and cannot be taken into account for pension
purposes if the officer is subsequently re-employed except
where, under certain circumstances, such a break in service has
been condoned by the Office of Establishments and Pension.
8.9.8 Where a member of staff is dismissed from service or his
appointment terminated in accordance with the provisions in
11.6.0 and 11.7.0, the provisions of the Pension Reform Act 2004
(as amended) shall apply.

8.9.9 WITHDRAWAL OF SERVICE:

8.9.10 Where a member of staff has an intention to take up another
appointment elsewhere and to transfer his service to the new
employer, he shall apply for withdrawal of service.
8.9.11 A member of staff may be allowed to withdraw his service,
provided he is not under bond with the University.

26
 CHAPTER 9

ACCOMMODATION

8.1.0 UNIVERSITY POLICY ON HOUSING:

9.1.1 The University may, as far as its financial resources permit,
provide accommodation suitable for use as living quarters for its
junior staff.
9.1.2 The prevailing Federal Government Policy on Staff housing as
may be reviewed from time to time shall apply.
9.1.3 The University of Ilorin Property Management Board has
responsibility for the Management of University properties
including residential accommodation in accordance with the
guidelines approved for it by the Council.
9.1.4 A new member of staff on CONTISS 02 and 03 from outside
Kwara State who is not normally entitled to University quarters
shall be given a sum of N30,000 in lieu of hotel accommodation.
9.1.5 A member of staff deployed outside his station whose
9.1.5.1 engagement requires an overnight stay shall be entitled to a per
diem at the government's prevailing rate.
9.1.6 University quarters may be allocated to members of Junior Staff
who apply for them and are qualified.
9.1.7 When quarters become available to this category of staff, rents
shall be fixed in accordance with the sizes of the houses and the
facilities available in them.

27
28
 CHAPTER 10

LOANS, ADVANCES, ALLOWANCES AND GRANTS

10.1.0 SALARY ADVANCE:

10.1.1 An advance of one month's salary may be approved within
three months of the first appointment of a new member of
staff and shall be refundable in three equal consecutive
monthly instalments deducted from the employee's salary.
The first of such instalments shall be made in the month
following the month in which the advance was given.
10.1.2 At other times, an advance of one month’s salary may be
given under special circumstances, on the recommendation of
the Head of Department/Unit, subject to the approval of the
Bursar.

10.2.0 RENT ADVANCE:

10.2.1 On an application by a confirmed member of the Junior staff
who has been in the University employment for at least five (5)
years, to the Staff Housing Allocation Committee for a rent
advance payment, the Committee shall consider the advance
not exceeding the officer's annual rent allowance to the Bursar.

10.3.0 HOUSING LOAN:

10.3.1 A member of staff shall be eligible for a housing loan on such
terms and conditions as are prevailing in the University.

10.4.0 LOANS OUTSTANDING AT TERMINATION OF

APPOINTMENT OR RETIREMENT FROM SERVICE :
10.4.1 A member of staff leaving the service of the University, due to
withdrawal/termination of appointment, and who has an
outstanding loan balance shall settle all his indebtedness to the
university before the actual date of his departure failing which
he shall not be given clearance.
10.4.2 Where it is not possible to recover outstanding balance(s) loans
or advances on termination or withdrawal of service from the
29
 University, the guarantors shall be liable to pay such balance
equally.

10.5.0 ALLOWANCES:
10.5.1 TRANSPORT ALLOWANCE:
Consolidated

10.5.2 KILOMETRE ALLOWANCE :

Whenever a member of staff undertakes an official journey
outside his duty station, he shall be entitled to mileage
allowance at the prevailing rate.

10.5.3 NIGHT ALLOWANCE:

Whenever a member of staff undertakes an official journey
outside his duty station for more than one day, he shall be
entitled to a night allowance at the prevailing rate.

10.5.4 ACCOMMODATION ALLOWANCE:

On assumption of duty by a member of staff employed from
outside Kwara State, the staff member shall be entitled to
accommodation allowance at the following rate in lieu of hotel
accommodation:
CONTISS 4 and 5: N50,000.00
CONTISS 2 and 3: N30,000.00

10.5.5 LOCAL COURSE ALLOWANCE:

A member of staff sponsored on a local course training or
workshop shall be entitled to a course allowance which shall
include registration fee, transportation, accommodation, and
board at the approved rates.

10.5.6 OVERTIME ALLOWANCE:

Overtime allowance at the approved rates shall be paid to
appropriate employees when they come to work on
Saturdays, Sundays, and Public Holidays or when they put in
extra hours during normal working days.

30
10.5.7 SHIFT ALLOWANCE:
Shift duty allowance at an approved rate shall be paid to such
categories of employees who perform shift duties.

10.5.8 REPATRIATION ALLOWANCE:

On retirement, withdrawal of service, resignation or cessation
of appointment after a period of meritorious service, staff,
spouse and a maximum of four (4) children below 18 years of
age shall each be entitled to passage to their home town at
the approved rate.

10.5.9 PASSAGES WHERE BOTH HUSBAND AND WIFE ARE

MEMBERS OF STAFF.
Where both husband and wife are members of staff of the
University, they shall be entitled to passages in their individual
rights. However, they shall not both claim passages in respect
of the same children.

10.5.10 HAZARD ALLOWANCE:

As approved from time to time by the Council.
10.5.11 Meal Subsidy Allowance
Consolidated
10.5.12 Utility Allowance
Consolidated

10.6.0 NO ACCIDENT BONUS:

(a) Motor drivers or Drivers/Mechanics, on permanent or
temporary appointment, shall be entitled to an
(b) the annual no-accident bonus of N10,000 for every year of
(c) accident-free driving.
(d) The term 'accident' in this context means any occurrence
whereby damage is done to property or any kind of injury is
done to persons and animals which, in the opinion of the
University, is attributable to how such driver/driver
mechanic drove or managed the vehicle, that is adjudged by
the University to be at fault.

31
10.7.0 STAFF DEVELOPMENT ALLOWANCES:
10.7.1 A member of staff training under the Staff Development Scheme
shall be entitled to the prevailing allowances as follows:
1. Book allowance – N50,000 once and for all.
2. Full salary for the duration of the award; and
3. Tuition – As charged by the Institution concerned.

Note: The award shall only be tenable in Institutions within Nigeria.

10.8.0 ALLOWANCE FOR STAFF ON APPROVED PART-TIME

/SANDWICH COURSES:
10.8.1 There shall be a rebate of 50% of tuition fees for staff on
approved part-time/sandwich courses run by the University of
Ilorin.

32
 CHAPTER 11

DISCIPLINE

11.1.0 PREAMBLE:
11.1.1 The power to exercise disciplinary control over members of
staff of the University, shall in accordance with the University of
Ilorin Act, be vested in the Vice-Chancellor and University
Council.
11.1.2 Subject to the provisions of this Act or any other regulations in
force, sanctions shall be imposed on any staff who is involved in
any act of misconduct.
11.1.3
(a) Misconduct is a specific act of wrongdoing or any improper
behaviour which is inimical to the image of the University and
which can be investigated and proved. This can lead to
termination of appointment and/or compulsory retirement. It
includes but is not limited to the following:
1. Scandalous conduct such as:
(i) Immoral behaviour;
(ii) Unruly behaviour;
(iii) Drunkenness;
(iv) Use of foul language;
(v) Assault; and
(vi) Battering
2. Refusal to proceed on transfer or to accept posting;
3. Habitual lateness to work;
4. Deliberate delay in treating official documents;
5. Failure to keep records;
6. Unauthorized removal of public records;
7. Dishonesty;
8. Negligence;
9. Membership of unregistered Association(s);
10. Sleeping on duty;
11. Improper dressing while on duty;
12. Hawking merchandise within University premises;

33
 13. Refusal to take/carry out lawful instruction from
superior officers;
14. Malingering;
15. Insubordination; and
16. Discourteous behaviour to the public.
(b) Serious misconduct is a specific act of very serious wrongdoing
and improper behaviour which is inimical to the image of the
University and which can be investigated and if proven, may
lead to dismissal. It includes but is not limited to the following:
1. Falsification of records;
2. Suppression of records;
3. Withholding of files;
4. Conviction on a criminal charge (other than a minor
traffic offence or the like;
5. Absence from work without leave/permission;
6. False claims against University officials;
7. Engaging in partisan political activities;
8. Bankruptcy/Serious financial embarrassment;
9. Unauthorized disclosure of official information;
10. Unauthorized undertaking of any study programme
(Full-time or Part-time);
(a) A member of staff shall not undertake any
unauthorised study programme whether full or
part-time programme.
(b) Amnesty may not be granted to any staff
undertaking an unauthorised programme except
at the discretion of the council subject to proper
application by the concerned staff.
11. Corruption:
(a) Bribery/Any form of gratification;
(b) Embezzlement;
(c) Misappropriation;
(d) Extortion;
(e) Admission racketeering; etc.
12. Violation of oath of secrecy;
13. Action prejudicial to the security of the University;
14. Advance fee fraud;
15. Holding more than one full-time paid job;

34
 16. Nepotism or any other form of preferential treatment;
17. Divided loyalty;
18. Sabotage;
19. Wilful damage to public property e.g. felling of
economic trees, destroying of farmland;
20. Sexual harassment/assault;
21. Examination misconduct;
22. Plagiarism;
23. Hiding information about previous retirement status in
the Public or Civil Service to take up a tenure
appointment with the University and;
24. Any other act of wrongdoing prejudicial to good
conduct

11.2.0 DISCIPLINARY MEASURES/SANCTIONS:

11.2.1 A staff member who engages in any act of misconduct such as

stated in Section 11.1.3 above, shall be liable to be disciplined,
as appropriate, in any way which may include any or a
combination of the following ways:
(a) Written warning after a query;
(b) Reprimand;
(c) Withholding of Annual Salary Increment;
(d) Suspension from duty and/or office;
(e) Demotion;
(f) Withholding of promotion/loss of promotion;
(g) Interdiction;
(h) Termination of Appointment;
(i) Compulsory Retirement;
(j) Dismissal; and
(k) Restitution.

11.3.0 PROCEDURE FOR DISCIPLINARY

MEASURES/SANCTIONS:
11.3.1 Disciplinary proceedings shall be initiated in accordance with
the provisions of the University of Ilorin Act CAP U7 Laws of the
Federation of Nigeria 2010.
11.3.2 The Head of Department/Unit shall have a duty to report to the

35
 Registrar in writing through the Provost/Dean (where
applicable) any case of misconduct on the part of any member
of his staff that comes to his notice.

11.3.3 The procedure shall be as follows:

(a) Query:
(i) A member of staff who commits an act of
misconduct shall be given a written query by the
Head of Department/Unit, a copy of which shall be
sent to the Registrar. If his explanation is
considered by the Head of his Department as
reasonable, no further action shall be taken against
him. This shall be communicated to the staff and the
Registrar shall be so informed in writing;
(ii) If a member of staff is queried and his response is
found unacceptable, the query and the response
thereto shall be forwarded to the Registrar by the
Head of Department

(b) Warning:
(i) If the Registrar on receipt of such a report finds that
the response to the query is unacceptable but does
not warrant severe disciplinary action, the Registrar
may issue another query and/or a written warning.
(ii) A written warning shall normally be regarded as
final and any other offence shall be liable to a more
severe disciplinary measure/sanction, and the
reason for the disciplinary action shall be
communicated to the staff.
11.3.4 If the Registrar on receipt of such a report finds that the
response is unacceptable and warrants severe disciplinary
action, he shall forthwith forward it to the Vice-Chancellor with
his comments. The Vice-Chancellor after conducting such
inquiries as he may deem fit, shall refer it to the Staff
Disciplinary and Appeals Committee or take an appropriate
disciplinary measure/sanction on the member of staff including
withholding of annual salary increment, withholding/loss of
promotion, demotion and report to the Council.
36
11.3.5 There shall be a Staff Disciplinary and Appeals Committee
whose duties shall be to investigate and report on any
disciplinary matter referred to it by the Vice-Chancellor or the
Council.
11.3.6 The Vice-Chancellor reserves the right to directly refer any
matter which comes to his notice to the Staff Disciplinary and
Appeals Committee.
11.4.0 SUSPENSION FROM DUTY AND/OR OFFICE :
11.4.1 If, in the opinion of the Vice-Chancellor, an act of misconduct
has been committed that is serious to warrant a drastic
punishment, the staff shall be suspended from duty by the Vice-
Chancellor and placed on half-pay.
11.4.2 During the period of suspension, the staff shall be summoned
before the Staff Disciplinary and Appeals Committee.
11.4.3 While on suspension, the staff shall not be allowed to leave the
services of the University until the determination of the case.
11.4.4 A staff who is suspended shall not carry out his duties or visit
his place of work except with the express written permission of
the Registrar. He shall hand over all University property in his
possession to his Head of Department/Unit.
11.4.5 If he is not found guilty of the misconduct for which he has
been suspended, he will be reinstated in his post.
11.4.6 If he is reinstated, he will receive his full pay for the period of
the suspension.
11.4.7
(a) A staff who is on suspension and half salary, if found guilty
of the misconduct shall be given appropriate sanction by
the staff disciplinary committee with effect from the date of
approval by the council
(b) This notwithstanding, the staff shall be paid the backlog of
the half salary during the period of suspension.
11.4.8 A staff shall not leave his station during the period of
suspension without the written permission of the Registrar. But
if he violates this provision, he will render himself liable to a
charge of serious misconduct.

11.5.0 INTERDICTION:
11.5.1 A member of staff who has been charged with a criminal

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 offence in a court of law or tribunal on a matter (other than a
minor traffic or sanitation offence) whether or not connected
with the University, shall be interdicted by the Vice-Chancellor
who shall report to the Council thereafter.
11.5.2 The Registrar shall give a formal notice of interdiction to the
member of staff concerned, stating the date from which the
interdiction takes effect, the duration and the reasons for it.
11.5.3 For as long as a member of staff is on interdiction, he shall
cease to report for duty and shall receive only half of his salary.
11.5.4 A member of staff who is on interdiction shall be required to
hand over the keys to his office and any equipment in his
charge to his Head of Department/Unit or his representative.
He shall be forbidden to carry on his normal duties at the
University.
11.5.5 Where at the end of the proceedings the member of staff is not
found guilty of the criminal charge(s) levelled against him, he
shall immediately be reinstated and shall receive the balance of
his emoluments from the date of his interdiction.
11.5.6 Where at the end of the proceedings, the member of staff is
found guilty of the criminal charge(s) levelled against him, he
shall be dismissed with effect from the date of his conviction
and shall forfeit the balance of his emoluments.

11.6.0 TERMINATION:
11.6.1 The appointment of a staff may be terminated on the
recommendation of the Staff Disciplinary and Appeals
Committee for an act of misconduct.
11.6.2 Any member of staff who is found to have hidden information
about his previous retirement status in the public or civil service
to take up a tenure appointment with the University shall have
his appointment promptly terminated while further action may
be taken to retrieve what he has earned.

11.7.0 DISMISSAL:
11.7.1 The University may, without notice or payment in lieu, dismiss a
staff on the recommendation of the Staff Disciplinary and
Appeals Committee for an act of misconduct, severely
prejudicial to the interest of the University or on criminal

38
 conviction.

11.8.0 INEFFICIENCY: PROCEDURE FOR DISCIPLINARY

MEASURES/SANCTIONS:
11.8.1 Inefficiency consists of a series of omissions or incompetence,
the cumulative effect of which shows that the officer is not
capable of discharging efficiently the duties of the office he
holds.
11.8.2 It shall be the duty of every Head of Department/Unit, as soon
as he observes any fault or shortcoming in the work of an
officer subordinate to him, to bring it to the officer's notice and
to record that such has been done to improve the officer's
usefulness and efficiency in the service of the University.
11.8.3 Before the proceedings of severe sanction of termination of
appointment of an officer for general inefficiency may be
commenced, he must have been warned on three occasions in
writing.
11.8.4 Inefficiency as a result of physical or mental incapacity shall
lead to removal from office after obtaining medical advice from
the University Board of Health indicating that the person
concerned is unfit to continue to hold office/appointment.

11.9.0 APPEAL:
11.9.1 A person who is sanctioned for an act of misconduct pursuant
to the provisions of Section 16 of the University Act may appeal
to the Council or the Visitor as appropriate.

11.10.0 THE ROLES OF THE COUNCIL IN STAFF DISCIPLINE :

11.10.1 To consider reports from the Vice Chancellor as well as
recommendations from the Staff Disciplinary and Appeals
Committee.
11.10.2 If it appears to the Council that there are reasons for believing
that any person employed as a member of staff of the
University, other than the Vice-Chancellor, should be removed
from his/her office or employment on the grounds of
misconduct or inability to perform the functions of his/her
office or employment, the Council shall:
(a) give notice of those reasons to the person in question;
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 (b) allow him to make representations in person on the
matter to the Council, and if the staff or any three
members of the Council so request for a review within
the period of one month beginning with the date of
the notice, make arrangements for a Joint Committee
of the Council and the Senate to investigate the matter
and to report on it to the Council; and for the person
in question to be afforded an opportunity of
appearing before and being heard by the Investigating
Committee concerning the matter, and if the Council,
after considering the report of the investigating
committee, is satisfied that the person in question
should be removed as aforesaid, the Council may so
remove him by an instrument in writing signed on the
directives of the Council.

11.10.3 The Vice Chancellor may in case of misconduct by the

member of staff which in the opinion of the Vice Chancellor is
prejudicial to the interest of the University, suspend such
member and any of such suspension shall forthwith be
reported to the Council.
11.10.4 For good cause, any member of staff may be suspended
from his duties or his appointment may be terminated by
the Council, and for this sub-section "good cause" means:

(a) conviction for any offence which the Council considers to

be such as to render the person concerned unfit for the
discharge of the function of his office; or
(b) any physical or mental incapacity which the Council, after
obtaining medical advice, considers to be such as to
render the person concerned unfit to continue to hold his
office, or
(c) conduct of a scandalous or of other disgraceful nature
which the Council considers to be such as to render the
person concerned unfit to continue to hold his office, or
(d) conduct which the Council considers to be such to
constitute failure or inability of the person concerned to

40
 discharge the functions of his office or to comply with the
terms and conditions of his service.

11.10.5 Any person suspended pursuant to subsection 11.4.3 or 11.4.4

above shall be on half pay and the Council shall before the
expiration of a period of three months after the date of such
suspension consider the case against that person and come to
a decision as to:
(a) whether to continue such a person's suspension and if
so, on what terms including the proportion of his
emolument to be paid to him;
(b) whether to reinstate such person in which case the
Council shall restore his full emolument to him with
effect from the date of suspension;
(c) whether to terminate the appointment of the person
concerned in which case such a person will not be
entitled to the proportion of his emolument withheld
during the period of suspension; or
(d) whether to take lesser disciplinary action against such
person (including the restoration of such proportion of
emoluments that might have been withheld) as the
Council may determine and in any case where the
Council, pursuant to this section, decides to continue a
person's suspension or decides to take further
disciplinary action against a person, the Council shall
before the expiration of a period of three months from
such decision come to a final determination in respect
of the case concerning any such person.
11.10.6 It shall be the duty of the person by whom an instrument of
removal is signed pursuant to sub-section 11.4.2 above to use
his best endeavours to cause a copy of the instrument to be
served as soon as reasonably practicable on the person to
whom it relates.
11.10.7 For the purposes of these conditions of service, the Council
shall reserve the powers to take further steps to ensure good
discipline and orderly and efficient administration of the
University.
11.10.8 Nothing in the foregoing provisions of this section shall prevent

41
 the Council from making regulations for the discipline of other
categories of staff and workers of the University as may be
prescribed.

11.11.0 COURT ACTION:

11.11.1 No staff shall resort to litigation without first exhausting the
internal avenues for settling grievances or seeking redress in
the University

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 CHAPTER 12

MISCELLANEOUS

12.1.0 UNIFORMS:
12.1.1 All employees who are required to wear uniforms including
boots, while on duty, shall be provided at the expense of the
University, and uniforms so provided shall be replaceable not
less than once every two (2) years.
12.1.2 It shall be an offence for this category of staff not to wear the
uniforms provided while on duty.
12.1.3 Employees shall be responsible for the maintenance
of the uniforms in good condition.
12.1.4 An employee may be surcharged with the cost of replacement
of any uniform in his charge which has become unserviceable
through neglect, lack of care or wilful damage on his part.
12.1.5 Any employee whose uniform gets damaged in the course of
official duty shall have the uniform replaced by the University
immediately.
12.1.6 Before leaving the service of the University for any reason
whatsoever, any employee issued with uniforms and other
University property shall surrender them through his Head of
Department/Unit, the failure of which shall attract appropriate
sanction.

12.2.0 GAINFUL EMPLOYMENT:

12.2.1 No employee shall engage in any occupation which conflicts
with his official duties in the University. Any employee who
contravenes this provision shall be liable to dismissal.

12.3.0 DAMAGE TO UNIVERSITY PROPERTY:

12.3.1 An employee may be dismissed from service, have his/her
appointment terminated or face any other sanction as may be
determined in line with these conditions of service on the
recommendation of the Staff Disciplinary and Appeals
Committee (SDAC) for any wilful or negligent damage to

43
 university property. Alternatively, the employee or employees
concerned may be compelled to pay for the cost of repairs or
replacement at the current price of the damaged property.

12.4.0 NEED FOR DETAILED AND CURRENT RECORDS OF

STAFF MEMBERS:
12.4.1 Every member of staff shall furnish the Directorate of Human
Resources of the Registry with detailed information about
himself/herself as the Directorate may require.
12.4.2 Any change in the information supplied or any additional
information required for calculating the retirement benefit of
the member of staff shall be supplied by him or her promptly.

12.5.0 STAFF IDENTITY CARD:

12.5.1 All employees shall be provided with an identity card by the
University which shall be replaceable every 3 years by the
University Administration.
12.5.2 It shall be an offence for staff not to wear his/her staff identity
card while on duty.
12.5.3 An employee shall be surcharged for the cost of replacement for
the loss of the staff Identity card.
12.5.4 Before leaving the service of the University for any reason
whatsoever, any employee issued with staff identity card shall
surrender it through his head of Department/Unit, failure of
which shall attract appropriate sanction.

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