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 Probationary Period: New staff will be subject to a probationary period of three months for Project Support Staff and six months for Local Professional Staff. At the conclusion of period, a performance review will be conducted to determine if the relationship should continue.  Terms of Reference and policies and procedures will be provided to new staff and standards for satisfactory performance will be discussed and agreed upon.

Work Contracts: All staff will be issued an Appointment Letter accompanied by Terms of Assignment, which clearly outlines their project assignment, duties, rights and benefits as an employee of TYPA. Employees will also be provided with a job description that gives additional details regarding the roles, responsibilities and requirements of their position.

 A contract shall be terminated under the following conditions:

• Expiration of the contract period;
• By notice given by either the employee or employer, as further detailed in the section “Notice of Intent to Terminate;”
• Death of the employee.

Permanent Employment: Upon completion of a satisfactory probationary period, the employee may be offered a permanent position subject to the following restrictions:

• The employee continues to maintain a satisfactory level of work performance
• The employee continues to maintain the ethical standards of TYPA and adheres to the policies and procedures outlined in TYPA’s manuals
• TYPA retains adequate donor funding to continue its activities in Taraba or any other States of Nigeria.

Separation Policy : TYPA may terminate a staff member at any time for any reason. Employment separations from TYPA payroll are by resignation, involuntary termination, retirement, or expiration of contractual agreement. TYPA defines the last day of employment as the last day worked and the last day cannot be sick, vacation or any other type of leave day.

Notice of Intent to Terminate: Per Nigerian Labor Law, notice of intent to terminate an employment contract may be issued by either the employee or employer. Such notice should be in writing.

• One day notice is required for staff employed three months or less;
• One week notice is required for staff employed more than three months and less than two years.
• Two weeks notice is required for staff employed over two years but less than five years.
• One month notice is required for staff employed over 5 years.

 If possible, staff who are planning to leave TYPA are requested to give at least one month’s notice, in writing, of their desire to cease employment. This will allow adequate time to recruit a replacement, allow for a smooth transition of duties, and an opportunity to complete any tasks in process.

By mutual consent, a cash payout may be made in lieu of notice. Notice of the intent to terminate an employment contract is to be done in writing and should include the date of the notice and the intended date of termination. The employer will furnish the employee with a certificate of employment which includes:

• the name and address of the employer;
• nature of the business;
• name and address of the employee;
• employee’s position
• employee’s start date and termination date
• Employee’s final hourly rate or salary rate.

 Resignation by Employee : After submission of a final timesheet and an audit of timesheet records, the employee will be paid salary and unused, accrued vacation to which she or he is entitled, less any outstanding obligations to TYPA.

Involuntary Termination by TYPA: If an employee is dismissed during, or in coincidence with, the introductory period, notice by TYPA is not required. Salary will be paid through the employee’s last day of employment in addition to payment for any accrued, unused vacation.

TYPA may terminate a staff member or eliminate a position at any time. Normally, when TYPA initiates a termination after the probation period, the employee will be given one month’s notice or one month’s salary in lieu of notice. In cases of dismissal for cause (e.g., failure to adequately improve poor performance as documented in the performance planning and review process, failure to heed written warnings about misconduct, or in the event of serious misconduct or violation of TYPA standards), neither notice nor salary in lieu of notice will be given. An employee dismissed for cause will be paid salary earned through his or her last day of employment in addition to payment for any accrued, unused vacation.

Expiration of Contract: The term of employment for a contract employee automatically expires without further notice on the date specified in the letter of appointment, unless notice of extension is received in writing. Unless special arrangements are approved in advance, by the assigned Human Resources Team or Executive Director, employees are required to use vacation time during the period of their contract.

Documentation: The assigned Human Resources Team Office or Executive Director will issue a letter of separation, officially designating an employee’s last day of employment, to the employee and to the Finance Office.

Recovery of TYPA Property: Terminating staff members are responsible for returning all TYPA equipment, documents, keys, books, manuals, computers, and other items (Identity Card, etc) issued or provided by TYPA to the supervisor or to the assigned Human Resources Team Office. If an individual fails to return TYPA property, TYPA reserves the right to recover any associated replacement costs from the final salary or accrued unused vacation payment to that employee to the fullest possible extent permitted by law. Access to TYPA equipment and property, including e-mail services, will routinely be cancelled immediately upon termination.